Remote placement has been a challenge for staffing firms that weren’t focused on virtual recruitment before the COVID-19 pandemic. After all, finding the perfect candidate is hard enough in person. When hiring remotely there is a slew of new challenges facing staffing firms and employers. Thankfully, there are a few things you can do to make finding and placing remote candidates a bit easier.
How Your Staffing Firm Can Find and Place Remote Candidates
Hone in on Your Video Interviewing Skills
Video interviews are taking the place of face-to-face interactions. That being said, not everyone is comfortable on camera. It may be something you have to practice to do effectively. You should also do a few things to prepare yourself and the candidate for success.
Be sure to include any and all relevant information in the interview invite. It is a good idea to have a backup plan just in case someone loses connection. Make sure that the space you are planning to perform the interview in is quiet and free of distractions. Lastly, establish an easy way for the candidate to follow up with you and give them a loose timeline of the hiring process.
Consider Making the Hiring Process Longer
Typically you wouldn’t want to extend the hiring process at all. It leaves candidates in the pipeline too long, increasing the risk of them finding another job or pursuing work with a competitor.
That being said, there are some benefits to elongating the hiring process for remote candidates. Because you don’t normally get to meet these individuals face to face, it isn’t a bad idea to take your time getting to know them before moving forward. Some firms have established five-part recruiting processes to establish strong relationships with remote hires.
Working Remotely is a New Sought-After Skill
Having remote work experience is more valuable today than ever before. You have to know how to work remotely, how to communicate with people virtually, and how to deliver on tasks outside an office setting. To attract people who have remote work experience, you need to think about how you are crafting your job description.
Be sure to include information about the company’s remote work policy, whether it is fully remote or a hybrid work model. You should also list any logistics requirements the job has like needed software or necessary experience with certain technology. It’s also a good idea to include details about your company’s communication culture. This gives candidates a good idea of what the remote workspace and culture look like.
Keep in Mind You’re Looking for a New Kind of Candidate
Because remote working is a new sought-after skill, recruiters are looking for an all-new type of candidate. Remote workers may have a different set of skills than you’re used to and may even have different personality traits. You need to shake your idea of a good traditional candidate.
Instead, focus on skills you need to work remotely. Be sure they can provide effective written communication. They should also be disciplined and be able to manage their time well. You should also field remote candidates for interests outside of work. These interests can prevent them from feeling burnt out while working from home, which is crucial.
Use Available Technology to Help Automate
One of the biggest things staffing firms can do to make the process of identifying and placing remote candidates easier is to automate. Everything in the recruiting and onboarding process can be digitized. You can use automated messaging to perform candidate reach outs, automatically check references and work history, and even fill out paperwork virtually.
Find the Best Onboarding Technology For Your Staffing Firm
Streamlining these processes is made even easier when you use Essium’s technology. Request a consultation and learn more about how our tech can help your firm.
