Hiring the right candidate remotely

Lord Sugar’s search for his next apprentice may be back on our TV screens – but some employers still face challenges when it comes to telling remote candidates: ‘You’re hired!’

With ‘working from home’ advice on, then off and now very much on again, employers may be trying to shake off any winter blues when it comes to filling new year vacancies.

Recent research has found that candidate engagement, onboarding and evaluation are the three biggest concerns employers have about hiring remotely. But by embracing the remote process and drawing on the wealth of knowledge we have all built up over the past 18 months or so, employers can clear the virtual hiring hurdles with much more ease.

A few careful considerations will lead to you appointing the perfect candidate:

Ensure the job application is thorough, specific and includes benefits. Make details of your working from home / remote working policy clear.

Make the virtual interview process as easy as possible for the candidate.

Recognise any particular skill set you are looking for and conduct your online interview to reflect your business needs.

Specify that the successful candidate should have a safe and quiet space at home where they can work to your company’s requirement and make sure once onboarded you ask them to complete a full risk assessment on their working environment.

Embrace the fact that as location (for many) is no longer a prime factor, there is a large untapped pool of talent outside of your immediate operating area.

Make it clear that there will be a thorough onboarding process; giving them details of what will be involved, who they will be reporting to and provide them with details about the company’s reporting structure and culture.

Do not leave your new recruit to their own devices – make time for them.

As recruiters, we understand that there may still be an air of caution; particularly if employers have already had to make difficult decisions about staff.

However, it is only by looking ahead to your business goals that you can successfully create a match.

This doesn’t necessarily have to come from permanent staff – temporary or part time staff may tick all the boxes and offer the business even greater flexibility.

The needs of employers, staff and candidates may have permanently shifted, but the new agile way of working offers even greater possibilities and prospects.