If they have quick questions, I asked them to write me an email,” she summarizes. One great candidate screening solution for all types of roles is pre-recorded video interviews. With pre-recorded interviews, you can easily filter candidates at an early stage in the hiring process. This method is especially useful when you have a large number of applications.
People apply through a form in our website that creates a Trello card in a big board that we use to track candidates during the whole application process. Preparing remote interview process for a remote interview is much like preparing for an in-person interview. You need to come prepared with a list of good questions to ask and look professional.
How can we structure a remote hiring process? For example, should we invest more time in final interviews?
In some cases, hiring managers have to wait until they can extend offers to multiple people at the same time due to financial constraints. Sometimes it’s so they can onboard multiple new hires at once, and other times it’s because they have to wait and see what happens with cash flow. During a video interview, you can already spot communication skills. Even through a screen, you can study body language and the attention in answering your questions.
We look for people who value remote work, due to kids or anything else, and prefer this flexibility and therefore won’t take advantage of it. A heavy emphasis is placed on whether working remotely will be a good fit for a candidate. People tend to either love or hate working remotely and it is important that we make sure each candidate understands the benefits and challenges of our remote work environment before joining the company. We strongly filter for candidates who are extremely self-motivated, thrive when working individually and are clear communicators via digital channels .
Second, we interview
1) To test for preparation, we ask questions that are easy to research. I initially shared these thoughts at the Change at Work conference by NOBL, here’s the full video and transcript.
The remote hiring team is responsible for designing and implementing remote hiring programs and policies that will help organizations manage the remote recruitment and work culture. They play a role that is strategic as well as operational, with an aim to hire employees that are capable of helping organization achieve its goals. If we’re asking a candidate for references, that means they’ve done really well in our process and the hiring team is excited about the chance to work with them. Once the final interview happens and references check out, the hiring manager gets the OK to make the verbal offer to the candidate. “I use Recright’s pre-recorded video interviews in the screening process before calling candidates and scheduling personal meetings or live interviews.
Preparation tips for remote interviewing:
First, spend time with a video made up of found footage from Atlassian’s global offices. Plan for some small talk at the beginning and end of the remote interview as you would normally have when meeting face to face. Homerun enables companies like Geckoboard, Buffer and TBWA/Neboko to attract better candidates through modern, rich job posts and streamline their hiring process with a feature packed hiring tool. It’s a lot to process so take the time to experiment with these tips and tricks and see what works for you. In the end it’s all about, finding a candidate who is a great match for your company without letting the challenges of remote hiring get in the way.
We screen applications and resumes and then set up email or phone interviews depending on the role. The biggest difference in our hiring compared to non-remote companies where I have worked is we don’t usually do “in person” interviews. When you start with your remote hiring process, you need to make sure that the job ad you’re writing explains clearly what the position is about and what are the skills required. This way, you’ll avoid candidates that don’t have what it takes to apply or candidates that don’t align with your company. As remote work gains traction as the new normal, the need for recruiters and hiring managers who excel at remote interviewing will grow, too.
I’d say our on-site hiring is actually less formal and led mostly by me. In addition to typical questions to assess a candidate’s ability to do the job, you should ask them questions specifically touching on remote work skills. As many remote employees need to be digitally literate, communicative, and reliable, ask them about their remote work experience and technical know-how. If you join a virtual interview and experience technical difficulties, your candidate may be understanding but they may also find you unprofessional. Testing your technology before logging onto the interview ensures you’re ready to go and don’t have to deal with any awkward mishaps at the start of your meeting. The rise of remote work made many companies consider hiring outside of their local markets and employ people across the globe. But, with an interest in hiring global candidates, comes the need to develop a successful remote interviewing process.