Remote recruitment has become a must for companies. Thanks to new technologies, it is possible to recruit candidates from anywhere in the world, without leaving your office! This requires a different approach than the traditional office-based process. Not only do you have to find the right talent remotely (not all employees thrive outside of an office), but there are sometimes special regulations to follow, especially in the case of international recruitment.
Hiring remote workers has many benefits for both employees and employers. As an employer offering jobs suitable for remote workers, you can:
Hiring remote employees doesn't mean you have to give up the office for good. Whether you opt for a 100% remote approach or a hybrid flex office model, the main goal is to create a flexible company culture that is open to all types of people and work styles, which ultimately gives you an advantage over your competitors.
A company's recruitment process is one of the most important functions of its HR department. It's also one of the most time-consuming and costly processes, especially when recruitment is unsuccessful: €45,000 in potential loss on average, according to recruitment firm Hays. And given the current tight labor market, companies are finding it harder than ever to find talent.
Before embarking on a remote recruitment strategy, it's important to establish a clear process. This includes defining candidate profiles that can be recruited remotely, setting up an appropriate (and secure) communications infrastructure, and training recruiters on how to communicate effectively with candidates who are not in the same location.
Recruiters must then ask themselves questions and clarify certain points:
Conducting a remote interview can be confusing for a traditional recruiter who has not been trained in all the new tools. It is therefore important, even before hiring a remote candidate, to ensure that the recruiter has the necessary skills to carry out this mission successfully.
When you start recruiting remotely, you need to decide whether you want to limit your search to local candidates (i.e. those based in the country where your company is located) or expand your talent pool to the rest of the world.
Hiring remotely in the same country is less complicated because you don't have to deal with international labor laws and regulations, but it significantly reduces your recruitment potential.
Without an attractive job posting, it will be difficult to find the right person for the job. Your remote job posting should be specific enough to give the candidate a good idea of the company and what is expected of them. It should also use inclusive and culturally appropriate language, especially if you are recruiting internationally.
A job offer for a full remote work or flex office job must include the following elements:
In conclusion, many jobs can easily be done remotely. Companies are changing the way they think and work when it comes to recruitment.
In addition, young executives are comfortable with remote recruitment. Recruiters need to be prepared to hire skilled employees, sometimes from around the world, virtually.
The future of remote recruiting is very encouraging. From the changing work culture to the current circumstances, it's safe to say that remote recruiting is in the future.