Remote Recruiting Made Really Easy


2020 has changed a lot of things for your business. 

It’s changed the way you promote. The way you interact with customers. The way you collaborate with your team. And, like everything else, it has changed the way you hire.

There’s a lot of new normals this year. And remote recruiting is a big one. The way to be safe and still effective is also new territory for most employers. But that can’t stop you from growing your team — and your business.

That’s why we’ve prepared 4 effective ways to help make your remote recruiting really easy. Let’s have a look!


1. Settle On A Process

Mid-recruitment campaign is not the time to be figuring things out. You want to establish a process for remote hiring before you begin.

You also want to keep it consistent and make sure that your whole team understands the proper flow. When your process is disjointed, and your staff appear disconnected, you’ll deter desirable candidates.

Explore your technical options in advance and test them. Keep in mind the limits of certain platforms, such as the 40-minute limit on free Zoom meetings.

Decide on the steps a candidate will need to take, and assign roles to your team to ensure everyone knows their part in guiding candidates along.


2. Put It In An Information Pack

An info pack is an amazing tool for branding your business to potential recruits!

It should include items like:

  • Company background
  • Job description
  • Interview expectations
  • Ideal candidate qualities
  • Technical credentials (for video interviews, etc.)
  • Technical requirements
  • Contact information

Not only will this help candidates prepare, it will also keep the process smooth and seamless for you and your team.


3. Use A Neutral Scorecard

Remote interviews make it easier to compress more meetings into less time. But for your managers and recruiters, this means it’s also easy to lose track of the individual conversations.

When recruiting remotely, it’s a good idea to use a scorecard that not only makes the role of an interviewer simpler, but also keeps the results consistent.

Make a unique scorecard for each position that you’re hiring for. Use numerical scores for the top qualities that you’re looking for in an ideal candidate.

You can allow for more points for more important traits. For instance, for a sales position you could give charisma a score between 1 and 10 points, but computer skills a score between 1 and 5. Then tally them up to find your top recruits!

These types of cards can also help you eliminate bias in your recruiting process, and they are much less subjective than open-ended notes.


4. Have Answers For Big Questions

Job seekers are becoming more savvy, and they will want to test your business as much as you want to test their qualifications. And rather than discourage questions, you should invite them to ask you what’s on their mind.

Here are some of the common questions you are likely to receive as an interviewer, and some tips on how to prepare for them!

What is your company culture like?

This is a great opportunity to help determine if a candidate sees themselves as a good fit for your business. Describe your company culture in terms of what drives teamwork and what rewards and remonstrations look like in your organization.

What can I expect during the onboarding process?

A candidate will want to know what happens next if they get the job. You don’t have to be overly specific, but you should provide them an overview of what they will need in order to get settled. Discuss any relocation, retraining, and new technology that they’ll need.

How has your company handled the change to remote work?

Most businesses faced challenges with pivoting how they worked as a team. Now’s your chance to show off how you overcame them! Talk about what new practices you introduced to ensure a smooth transition, and how you collaborate in a virtual world.

What are your plans for ensuring employee safety when returning to on-site work?

This question sounds practical, but it’s actually a way to see how well you value your employees. Don’t focus on the fineprint, talk about how your people are your priority.

What flexible work options do you offer?

One of the things that job seekers are most concerned with is the work-life balance that an employer can offer them. Lay out the benefits of working with you, such as flex hours, work-from-home options, and time off allowances.


With this batch of strategies at your disposal, your remote recruiting is about to become a breeze!