Recruiting for Remote Roles: Your New Approach

Recruiting for Remote Roles: Your New Approach

In the ever-evolving world of remote work, we've gathered insights from CEOs and HR Managers on their innovative recruiting strategies. From adapting to virtual evaluation and onboarding to rejecting AI-generated applications to ensure candidate commitment, discover how six experts have successfully navigated the challenges of remote hiring.

• Adapted to Virtual Evaluation and Onboarding
• Innovative VR Simulations for Remote Hiring
• Asynchronous Video Interviews for Global Reach
• Enhanced Verification of Candidate Skills
• Remote-First Culture Attracts Top Talent
• Rejecting AI-Generated Applications to Find Commitment

Adapted to Virtual Evaluation and Onboarding

The pandemic forced us to rethink everything about remote hiring. We had to adapt quickly and

expand our sourcing to target fully remote candidates. We learned to evaluate skills and culture fit virtually.

Our team conducted deep dives in video interviews and really got to know the person behind the screen. Optimized onboarding set remote hires up for success from day one. We even sent welcome kits, scheduled extra check-ins.

One recent marketing analyst hire stands out. She nailed the take-home assessment as well as showed passion and coachability in interviews. She excelled at collaborating with her all-remote team from the start and brought fresh insights that elevated our campaigns.

That hire proved to me that with the right approach, remote recruiting unlocks top talent. Geography is no longer a limit.

Innovative VR Simulations for Remote Hiring

I've embraced unconventional methods, such as virtual reality (VR) simulations, during the recruiting process. By creating immersive scenarios that mimic remote work challenges, we gauge candidates' problem-solving skills, adaptability, and collaboration abilities in real-time.

In one instance, we used VR to simulate a remote team project where candidates navigated through various tasks and communicated virtually. This innovative approach not only identified candidates who excelled in remote settings but also showcased our commitment to cutting-edge technology, attracting top talent seeking forward-thinking employers.

Asynchronous Video Interviews for Global Reach

As our remote hiring has become more global, we have found ourselves relying more on asynchronous (one-way) video interviews.

Time-zone differences began to make synchronous video interviews challenging, especially for early-stage HR interviews. The HR team would end up interviewing people outside of their normal working hours, which isn't a sustainable recruitment strategy.

Instead, we started using asynchronous video interview software, allowing candidates to upload pre-recorded answers to interview questions. The HR team can then review candidates at a convenient time, making interviews more scalable.

This approach has also allowed us to expand our applicant pools, giving us access to higher-caliber candidates than would otherwise be possible.

Enhanced Verification of Candidate Skills

Remote work has made it even more challenging to sort through stacks of resumes and determine which candidates are accurately describing or overstating their skills and abilities. You can have two individuals claim the same experience, yet putting them on the same project can have two drastically different outcomes. To remedy this issue, a more reliable method needs to be used.

Consider working with a builder to construct your dream home. You would want to make sure they not only have a license to perform the work but also see real-world examples of their work. Hiring a new team member shouldn't be any different. Create a process for checking whether a candidate's claims are honest and accurate by having a third party validate their skills and abilities.

Take the time to check with references. You can also create a trial task relevant to the role they would fill, and then have someone already on your team check the results. As time goes on, you'll be able to see if this method of handling resumes results in dedicated, successful hires.

Remote-First Culture Attracts Top Talent

Most businesses view remote positions as a new add-on to their current business. However, we've always had remote work as part of our foundation from the very beginning. This means that our business culture, language, recruitment, messaging, workflows, tools, and everything else are already remote-oriented.

As a result, we attract strong hires by the nature of our work and setup. Businesses need to understand that great talent wants flexible work setups, remote work, and other perks. And they'll actively look for such businesses and choose them over others that may offer higher pay or positions but not remote work.

Look at rejuvenating your company and making remote work a serious effort that is part of all your operations. This will make recruitment far easier and a draw for the best candidates.

Rejecting AI-Generated Applications to Find Commitment

One of the ways our recruiting has changed in the last year is that we are now looking to avoid applications and whatnot that are obviously AI-generated. We have nothing against AI; in fact, I think it's helpful in many ways. But the way I see it, if an applicant can't be bothered to put together a solid resume, they probably are not a good fit for our company.

I've also found that there's a big difference between interviewing someone who created a hand-crafted application versus someone who copied and pasted output from ChatGPT. Applicants who went through the extra effort tended to know more about our company, understand what they want to do, and generally turn out to be better remote hires.