If you get encouraging responses, continue following up but delicately. If all you get is radio silence, consider that it may be taking the employer extra-long to make a decision (and just know that, on average, it can take over 20 days to decide if a candidate is right for the role!). You may also want to ask the employer some pandemic-specific questions. It’s also important to maintain a clear interview https://remotemode.net/blog/how-remote-interview-process-looks-like/ structure, rather than becoming sidetracked with unrelated conversations (simply because they seem interesting). When this occurs, it interferes with the goal of the interview and diminishes your ability to accurately assess the candidate. With an increasing number of people having to adapt to the rigors of working from home, this has proven to be a challenge for employees across the world.

Our headhunters ( yes, you might need a headhunter, we explained their importance here ) can find exceptional talent for you and your team. We look for candidates that not only match the skills you’re https://remotemode.net/blog/10-tips-on-working-in-different-time-zones/ looking for but also integrate with your company’s culture and processes. Hiring virtual employees for dislocated teams requires even more attention to communication than office settings.

Use an applicant tracking system to scale global recruitment

These project management tools can help you streamline the process, which benefits both you and the job applicants. Most of our team has approached us directly to ask if we’ve been hiring. That’s one of the advantages of being a relatively well-known remote team. The ‘remote’ aspect of what we do is very appealing and attracts great people to us. Our top priority is culture fit and we usually introduce the new hire to the wider team as early as possible, if we feel they’ll be a good fit. We also rarely hire directly–we use contract-to-hire methods usually, and look to find a project where we can have a trial-run, before actually committing to hire a full-time employee.

You need to come prepared with a list of good questions to ask and look professional. However, remote interviews require the additional preparation of having virtual tools downloaded, tested, and ready to go. Things like video conferencing or instant messaging tools, internet, and an email address are necessary to complete your interview. Without the right tools and a strong internet connection, you can’t conduct the interview at all. Download an instant messaging or video conferencing platform, depending on how you will conduct your interview. From there, make sure you have the right computer software and internet connection to support your tools and let you log onto the interview.

Choose the right remote hiring tools:

Over the last month, five new members have joined Creately while everyone was working from home, scattered across the country. What’s out of the ordinary about it is that their recruitment was done entirely online. After the HR screening, and before the discussion with the team manager, the candidate will be evaluated with an aptitude test.

When your team is fully distributed, supervisors and coworkers may miss some of the subtle cues that help them understand and assist you. Check out your intended employer on LinkedIn, Glassdoor, or even social media. See what current and former employees say about the company and post online. While not every review will be glowing (it happens!), a majority of the reviews should be positive. As a way to keep the interview flowing, try to maintain a structured conversation with the candidate, just as you would with a standard interview.