Job expectations and interactions have changed considerably in the wake of the digital era. Companies now offer remote work options as one of the many perks for their teams. From a recruiting perspective, this represents thousands of opportunities to find new talent practically anywhere in the world as professionals are no longer limited to a restricted job location. However, this also brings in new challenges. So let’s go through 5 mistakes that make remotely recruited jobs fail.
What is talent recruitment?
Talent recruitment refers to the strategy acquisition specialists employ to find eligible candidates for their organizations. The job market is in high demand, and businesses are now striving to find professionals whose skills, expertise, and values align with their companies. And when it comes to a recruiter hiring for remote jobs, the game has also changed.
Conventional recruitment vs. recruiting jobs via remote
On the surface, it may seem that, for the recruiter, remote jobs are no different than recruiting on-site. This is a common misconception that fuels a series of mistakes when it comes to hiring candidates. And the rise of technology has pushed managers to adapt and find new ways to connect with potential talent.
So is remote better than conventional or vice versa? Here are 3 main differences between traditional and remote recruitment:
- Attracting candidates. A more traditional approach included posting job openings in a local paper advertisement or going to an employment office. Nowadays, candidates can apply directly to the company’s websites or be recruited through social media and professional networks.
- Screening and interviewing. Previously, applicants were expected to go into the company’s office for interviews and additional tests. With online recruiting, candidates can be interviewed in the comfort of their own homes while keeping on a flexible schedule.
- Onboarding. As with screening, conventional methods called for candidates to show up on-site for orientation and meet their peers. Remote onboarding allows for flexible arrangements when important information is delivered in engaging and versatile ways.
Benefits of remote talent recruitment
For acquisition specialists, the dive into digitalization has brought over many advantages when it comes to talent scouting and networking. At first sight, the conveniences rely on time-saving, effective, and flexible recruiting methods. Nevertheless, that’s just for starters, here are more benefits of remote talent recruitment:
- This provides the technology and tools to enhance hiring processes with dynamic, cost-effective, and immediate strategies.
- It allows the company’s brand to get exposure beforehand by providing engaging content about what the work culture is like.
- The talent pool isn’t limited to a specific location or time zone, allowing recruiters to connect with professionals from different backgrounds.
- Candidates can easily apply while providing documentation that showcases their experience: resume, cover letter, presentation videos, and portfolios.
5 mistakes that make recruiter remote jobs fail and how to fix it
1. Failing to engage with potential candidates
A compelling job posting advertisement shouldn’t only be accurate regarding the position, summary and salary. Especially with high-demand jobs, this type of description should focus on setting a differentiator.
This means it should state what makes this job more rewarding than any other within the same industry. Stating how the role will boost the talent’s professional and individual growth is a great example.
2. Not breaking down the organizational culture
Identifying what values, philosophy, and experiences shape the company is key when trying to connect with candidates. Part of the company’s strength lies in its organizational culture as well as its core identity.
By introducing this to applicants, they’ll have a clear idea of their role and expectations beyond technical skills and responsibilities. Moreover, professionals engage with companies whose values and principles align with theirs.
3. Not optimizing the interview process
Creating a strategy for both the interview and screening is ideal to ensure an effective and unbiased process. Use virtual features and tools to your advantage like video recording and scheduling when conducting online meetings.
The idea is to create an engaging and distraction-free environment where applicants can show their skills and experience with confidence. Additionally, a screening test will provide recruiters an objective stance on stronger candidates based on abilities beyond a resume.
4. Having a poor-quality communication stream
Often, candidates do not receive feedback or a clear outline of the selection process. Offering detailed information about the steps and timelines shows the company is respectful towards professionals who are investing their time.
Even strong and interested candidates can feel discouraged when receiving no answer within a considerable period. Regardless of selection, actions like confirmation emails or follow-ups make a big difference to the company’s image.
5. Not building a remote work culture
While it’s true that remote work culture has plenty of benefits, it also comes along with different challenges. Without an appropriate strategy, the shift to the digital world can turn into disorganization.
Setting up clear expectations, work policies, and onboarding is a clear example of the elements needed to ensure effectiveness. Moreover, communication and collaboration enable team members to aim toward success even when working remotely. Looking to connect with tech talent and build a remote work culture? Be sure to check out our LinkedIn or visit us at WillDom.com.