Hiring a new employee remotely can seem like a daunting task. How can you possibly assess a potential candidate when you can’t read their body language over a Zoom call? Even more importantly, how can you determine if they will thrive working in a remote environment, when things are constantly changing? Here are some tips to help you hire remotely:
Reconsider which skills are critical. “Soft skills” are absolutely essential. If you prioritize finding candidates who are proven to be passionate team players and fast learners, many of the technical elements will follow. Adjust your interview questions to ask them what they’ve learned about themselves recently — it can be a great filter to determine their resiliency.
Test relationships with an interim structure. One of the best ways to ensure a candidate is a good long-term hire, is to begin the relationship on a per-project basis. Consider an interim-to-perm relationship that enables both parties to test the fit before committing to something longer term.
Enhance the candidate experience. Zoom exhaustion is a very real thing. While virtual meetings are bridging a gap, they don’t make up for the unspoken communication that takes place during in-person meetings. Find a way to learn more about the person than just through a two-dimensional Q&A interview. Try out:
- Providing downtime in the interview process. Consider sharing a video, presenting a PowerPoint, or flipping through photos that allow the candidate to preview your corporate culture.
- Making video interactions more dynamic. Not everything has to happen while you’re sitting at your workstation. FaceTime a candidate to take them through a virtual tour of your facility.
Overall, maintain your hiring standards. Take the standard vetting steps as usual and adapt your approach when necessary. You want candidates who thrive while working remotely but who can adapt when there’s a return to the office