Updated: Oct 10, 2019
Maybe your remote hiring process is working fine. Hey, if it ain’t broke don’t fix it, right?
Chances are you could be doing so much better...
You could be getting more and better candidates, reducing your time-to-hire, and using less of your budget.
It’s time for you to optimize your remote hiring process. Here are seven tips for doing that:
1. Analyze your current hiring process.
Take a holistic view of your hiring process to see where you can improve. Do you see that you have a low # of applicants but that many people view your job post? Or are you getting a lot of applicants who do not meet your standards? Take a look at the job description to see what the issue could be - maybe you need to adjust the language.
Or maybe you are posting jobs in places where your ideal candidates don’t look, and not enough people see your job post at all. This could hinder your remote hiring process, making it last longer and turn into a financial burden.
You should also take a look at how long your time-to-hire is. Does it take 20 days, 60 days, 90 days, etc? Try to shorten it by looking at the steps that are involved and seeing what you can eliminate or combine.
2. Work on your employer brand
Another reason you might not get enough candidates is because your employer brand might not be up to par. You need to make sure remote workers know about your company and that it is a great place to work.
Write content and create videos about your company culture. Show how much fun your employees have at company retreats. Publicize your employee benefits. Gather testimonials from other employees praising your company. Be transparent and provide resources for potential employees to read and understand your company better.
3. Improve communication with hiring managers and department heads
Many times, HR managers and department heads are not on the same page when it comes to what makes an applicant an IQC (interview qualified candidate). So, you might send irrelevant candidates to the hiring managers, making them frustrated and also slowing down the entire hiring process.
Clear communication is key, here. You should ask department heads for clear heuristics they use when choosing to proceed with an applicant, so then you can filter them out better and streamline the process.
4. Make the application process a bit more challenging (but not TOO much)
On one hand, making the application process slightly more challenging by asking applicants to complete a test or answer long-text questions can help filter out some of the lazier candidates. You might get fewer candidates, but in theory, they should be better quality.
But you need to be careful with this. Don’t make it too much of a hassle because then you will lose out on the high-quality applicants who value their time and have plenty of other options. They don’t need to jump through hoops, and so they won’t.
Keep these stats in mind, so you can find the balance:
More than 60% of candidates stop applying for jobs in the middle of the process because it is either too complicated or time consuming. And 20% of applicants get tired of the application process if it takes more than 10 minutes.
5. Make it easy to apply on a mobile device
18% of companies reported that their job postings aren’t optimized for mobile users, and only 13% claim that they have invested in making their recruiting process mobile-friendly.
But 86 percent of job seekers start a job search from their mobile device, and 43% end up filling out the application on mobile.
You need to make the mobile application process as seamless as possible and remove the friction. This means getting rid of some of the unnecessary required fields, such as References. You can ask for those later, if need be. You should also have a progress bar, so applicants will see how much longer they have left. And making the font and buttons larger will also improve the application experience.
6. Keep previous candidates on file
For any position, you can only choose one person to fill it. But with so many candidates, there must have been a few who were also amazing. Keep them on file and reach out to them next time you have a relevant opening. Those who didn’t make the cut before might be perfect for your open position now.
Doing this will shorten the process for future hiring since you already did all the legwork the first time around.
7. Outsource part of the process
Outsourcing your remote recruitment efforts can save you time and money. By working with a recruitment agency specializing in remote placements, such as RemoteScouts, you can say “goodbye” to the tedious parts of the process: sourcing talent, filtering candidates, initial interviews, etc.
By allocating these responsibilities to an external partner, you will only receive IQCs (interview qualified candidates). Your hiring process will run like a well-oiled machine with less of the headache!
Want to learn more about how RemoteScouts can help you optimize your remote hiring process? Contact us today, and we’ll be happy to show you!