In an age of remote technology, cloud companies and COVID-19, it only seems natural that companies are turning to online recruitment for remote employees or contractors. While the thought of working from home may be a dream job for many employees, with additional benefits for companies and employers, it’s still a relatively new concept that can present some challenges for managers and employers. From securing a successful hire through online recruitment to ensuring productivity is always consistent, here are a few key solutions to make the telecommuting concept work for your company post-pandemic.
1. Look for Experience and “Avoid a Gamble” When Conducting Online Recruitment for Remote Employees
Trust just might be one of the most important elements to recognize when conducting online recruitment for remote employees. For instance, during the interview, positive answers to questions like “have you worked remotely before” or “how effective are your time management skills in a remote setting” may not be sufficient enough.
So, taking a closer look at a candidate’s past roles, experience and achievements can all help determine their work habits and how effective they can be out of the office. It’s even more positive if they accomplished certain goals in a remote setting. All of these aspects can result in an understanding that they’ll be responsible, won’t take advantage of their independence and will be productive.
2. The Employer Must Clearly Understand the Job Role When Hiring
This may sound like a no-brainer, but knowing exactly what it takes to complete an assignment is vital to ensure productivity from a remote employee. It can also provide the employer with a clearer understanding of their skillset. For example, if a project is taking too long to complete or assignments are constantly late, they may not be qualified for the position, are not managing their time properly or take advantage of their independence.
3. Create Meetings for Idea Sharing
According to Workopolis, employers should arrange random group chats about ongoing projects or company objectives to encourage idea sharing and creativity, essentially in place of those random chats in an office setting. Many companies use Skype or Slack, just some group chat apps or even teleconferences to hold these sessions. As a result, it’s not only productive, but it further helps meet deadlines and company goals.
An article in Recruiterbox notes that it’s often best to avoid an employee who wants the position based on the sole fact that it’s a remote position (even though they may have the qualifications). It’s always best to determine why the candidate initially applied for the role, what interests them about the opportunity and what ideas they can bring to the table to achieve your company’s goal.
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