Hiring remote talent has become popular in recent years thanks to the advancement of communication technologies via the Internet.
It is used especially in attracting and hiring talent for projects that do not require a physical presence on the company’s premises. Or for openings in branches in cities, states, or countries other than the location of the head office.
Therefore, these professionals are the company’s most valuable asset. When there is no prior determination of the profile of people who can work on the internal staff.
In this article, you will learn how to set and elaborate a remote talent acquisition program to hire new people for your team efficiently and find the right path for results.
What is remote work?
Remote talent work is working at a distance. With it, professionals are not allocated within the company, but in the place, they feel most comfortable, whether at home, traveling around the world, or in spaces such as coworking.
The future of work has increasingly focused on the performance and quality of life of professionals. As a result, several disruptive trends emerged, such as remote work, which impacts distance recruitment.
Keeping a team engaged and aligned with a purpose is not an easy task. Ensuring this engagement with physically distant people is even more difficult. Therefore, choosing to hire professionals who will not physically participate in the company’s activities is a job that requires maturity and a lot of dedication.
What is a recruiting plan?
A recruitment plan is a strategy designed to streamline hiring processes and provide guidance for hiring, qualifying, and interviewing job candidates. It acts as a schedule of events and actions to find qualified candidates, minimizing downtime for the company.
This helps employers ensure they are hiring individuals with the right qualifications, skills, and experience for the open position.
The Role of Recruitment Planning
A successful recruiting plan includes actionable steps and strategies that make the recruiting process efficient. It consists of a step-by-step process as well as a list of resources that the recruiting department depends on.
A recruitment plan details the steps and strategies used at each stage of the recruitment process:
- Sourcing
- Tracking
- Interviews
- Offering
- Hiring
Efficient program
Job and salary plan
The job and salary plan is important to guide the recruitment and selection process. It is necessary to remember the purpose of this process: to define attributions, duties, and responsibilities of each internal function, as well as the salary levels of each one of them.
Recruiters have a kind of “sketch” that points out the tasks of a given position, the required skills, and the profile that a professional needs to have to perform the function. This information is critical to hiring the ideal candidate.
Definition of roles
With the implementation of the job and salary plan, the recruitment and selection area will verify which functions need to be filled. This study must be carried out in conjunction with managers of areas with vacant positions and accordance with the company’s budget planning.
Considering the company’s budget and the workload of these positions, managers conclude that only one professional can assume them. However, the chosen person must have skills compatible with the two positions, in addition to an increase in the salary range.
All this prior work makes the recruitment and selection process more strategic.
The importance of a specialized partnership
Although the organization’s recruitment and selection department can carry out the planning, the results will be better with the help of a specialist recruitment remote talent company. After all, these companies are focused on hiring talent and have market experience.
Furthermore, with the support of a specialized recruitment consultancy, your team can focus on other strategic internal and business-related processes. The result of this partnership will be human capital of excellence!
What are the benefits for remote talent?
Decrease in costs
One of the main benefits of running a selection process completely remotely is that the financial costs for the candidate and the company are much lower. This is because participants can conduct interviews or tests without having to move.
Flexibility in schedules
Also because the technology sector is growing, it ends up being easier to find professionals from cities other than your business. This opens up a range of possibilities and the company can find more qualified people more easily.
Social distancing
One benefit that we are starting to think about today is that of social distance. Because of the new coronavirus pandemic, companies had to adapt to perform remote work, and those that still hire transformed their selection process also to the home office regime.
Data
Since every project is shared and discussed between teams, it becomes much easier to produce reports and store everything in the cloud, where everything is available to all professionals involved.
Quality of life
The reduction in stress levels is eminent in professionals who work in places where they feel at ease. And this directly reflects on their productivity, impacting the organization’s results.
Quality of professionals
For positions that depend on an extremely qualified professional, remote work can be a solution, as it is possible to hire a person from anywhere in the world.
How to implement remote recruiting?
First, it is necessary to carry out the gathering of requirements and fully understand the proposed vacancy. And what steps are necessary to evaluate these professionals. This is due to the importance of everything being transparently informed to all participants in the process.
It is important to offer options for people who may not have this equipment, such as the option to have a phone conversation. In addition, frequent updating of the following steps is also important and helps the candidate get organized.
A remote interview may be a different novelty for some people. So using icebreaker questions to create a slightly more relaxed conversation can make the candidate more relaxed and calm for the conversation.
What tools can help?
To be a fully online and remote process, it is important not only to use video conferencing tools but also to keep the organization of the process fully digital.
Regarding the organization of the process, there is some recruiting software that can help organize the stages and participants, and also help to store process information. Some of these products even contain artificial intelligence (AIs) that can speed up the screening of candidates for some jobs.
As for communication, it is important to understand if the company already uses any service, such as Google’s G Suite, or Microsoft’s Outlook, as they have tools for making audio/video calls. Below are some tools you can use:
- Google Meet/Google Hangouts
- Skype
- Zoom
To decide which tool to use, it is necessary to assess the pros and cons of each one and apply these benefits to the company’s day-to-day activities, with a better understanding of what each one can offer.
Tips to improve the remote recruitment and selection process
Improve the job description and its requirements
Before thinking about posting a job, the company needs to carry out an extremely important internal process—refining the job description. It is essential to analyze, together with the area manager, what the contractor’s duties will be.
It is also valid to analyze the profile of current or former employees who performed this work with excellence. With this survey, the HR sector will be able to refine the job description. It identifies technical and behavioral requirements that are essential for the role of remote talent. As well as those that are desirable, but not mandatory.
Have a structured hiring process
The first step in the selection process is the refined alignment between the company and the consultancy or between the Human Resources department and the vacancy manager.
With the alignment, one should not only seek to detail the new employee but also how their profile and behavior should fit into the company’s culture.
Be assertive in the job announcement
Job announcements must be clear, and very specific. It is important to make clear what kind of professional experience will apply. As well as the functions that the professional will perform.
At this point, transparency is valid, without making room for ambiguity. This is also an important point for attracting talent.
An important tip is not only to talk about the candidate right after hiring but also to present medium and long-term strategies, along with the general objectives of the role.
Issues such as the company’s purpose, mission, and values should be in the job description. As well as the company’s performance in the market to expect of the position that fills in this context.
Carefully evaluate resumes
By carefully evaluating the résumés, HR sees if the candidate meets the minimum requirements to achieve the objectives of the role. Especially in this period of great changes in the market, it is important to evaluate the professional’s skills very well.
Carefully evaluating the curriculum is a way of getting into the conversation with some prior questioning. Thus, the recruiter improves his questions regarding previous experiences and knowledge gained throughout his career. It includes those who can contribute to the company’s success in the case of hiring.
In the selection process, it is important to be aware of some pitfalls. Often, when looking for gaps in the candidates’ careers or questioning things that are not so important, a professional who is prepared and compatible with the vacancy can be lost.
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