If you’re the owner of a business or the head of an HR department, you know that hiring new talent can be a labor-intensive and expensive project. Plus, COVID-19 has made the recruiting process considerably more complex. You can longer gauge a candidate’s ability to fit into your company during an in-person interaction. Instead, you’ll need to rely on technology like Zoom or just phone screens to get the basic information about a candidate.
With that said, there are quite a few ways to streamline the remote hiring process. Below, we’ve compiled our top tips for hiring remote candidates and growing your team.
1. Write a Great Job Description
A job description can be a serious boon – but only if you know what you’re doing. A good job description gives an overview of the company, dives into the role that needs to be filled, and ends with the preferred skills and experience a candidate might need to be successful.
It’s a good idea to keep the job description concise. Don’t just list an endless number of job responsibilities because that can make potential job candidates quickly lose interest.
It’s also smart to clearly state a salary range for the position. This will help weed out candidates who wouldn’t consider the position based on the salary range.
And don’t forget to list out any standout perks, speaking of which…
2. Ensure Your Perks Are Valuable
Job candidates expect more than the bare minimum of perks at this point. Dental, medical, and vision coverage are the standard, so you won’t necessarily attract more applicants because of it. The same applies to 401(k)s. These are just very basic perks that certainly add value, but don’t necessarily make your company stand out from the crowd.
Consider adding these perks if you’re looking to both attract and retain talent:
- Snack subscription boxes
- Gym stipend
- Ergonomic desk and office furniture stipend
- Flexible work schedule
- Flexible PTO
- Health Savings Account
3. Reach Out to Candidates on LinkedIn
LinkedIn is a very useful platform for filtering out and finding candidates. You can also use LinkedIn to look for passive candidates. Passive candidates are workers who aren’t necessarily looking for jobs, but who’d be open to the right opportunity.
If you choose to pursue passive candidates, make sure to send them a personalized message that explains the company and position a bit. Otherwise, candidates may not respond.
4. Use an Applicant Tracking System
Applicant Tracking Systems or ATS, is a type of software that helps you organize all your hiring busywork. You can reach out to candidates, schedule interviews, send out assessments, and send rejection emails to unsuccessful applicants all in one place.
Hiring can be a seriously taxing process, so it helps to have specialized software to keep you organized. Capterra or Lever are two great options for HR software.
5. Screen Top Applicants
When you’ve chosen the final candidates, it’s important to conduct a background check. A background check will verify an applicant’s education history, licenses, certifications, employment history, and any criminal cases. If you’re worried about the background check cost, rest assured, there are plenty of options out there that are completely affordable for small businesses.
6. Give Applicants Resources and a Timeline
To make sure everyone is on the same page during the hiring process, make sure every serious candidate has the resources, expectations, and timeline information they need. If you’re going to make all the applicants take an assessment, for example, make sure that they have the correct link and due date.
You can also give candidates insight into what they can expect during the interview and recruiting process. For example, who will they be interviewing with? How many business days will it take to get an update? What samples need to be sent over? These are just a few questions you may need to ask yourself so you can ensure any applicants are prepared for the hiring and recruiting process.
Takeaways: Finding Top Talent in the Age of COVID
The pandemic has meant that many businesses across the country have switched over to a fully remote working situation. As a hiring manager, this can seriously complicate the hiring process and hamper quick hiring. To avoid getting stuck in the weeds with recruiting, make sure you leverage the technology available to you and keep an open line of communication with applicants. With these tips, you can ensure you find the right remote talent for your business.
Article Submitted By Community Writer