How can you ensure remote candidates are not overlooked in screening?

One thing that I would like to add is that you should use a diversity and inclusion lens when screening remote candidates to ensure that you do not discriminate or exclude anyone based on their identity, background, or location. You should also avoid using biased language or stereotypes in your job descriptions, questions, or feedback. You should aim to create a welcoming and inclusive environment for all candidates, regardless of where they work from! #HasnaeAddioui

1. Clearly communicate remote opportunities in job postings. 2. Use inclusive language to attract diverse candidates. 3. Implement blind screening techniques to focus on skills and experience. 4. Leverage video interviews to assess communication skills and cultural fit. 5. Provide flexible interview schedules to accommodate different time zones. 6. Assess candidates based on results and contributions, rather than physical presence. 7. Encourage diverse hiring panels to minimize bias in decision-making. 8. Highlight your company's commitment to remote work in recruitment materials. 9. Offer resources for remote onboarding to support a smooth integration. 10. Foster an inclusive company culture that values remote collaboration.

Apart from mentioning KSA, enhance the screening process with empathy and humanity—offer virtual tours to showcase your company's Diversity, Equity, and Inclusion efforts. Emphasize the support structures in place to help candidates thrive. Strong technological skills are non-negotiable, given the remote nature of the role. Explicitly mention Key Performance Indicators (KPIs) to provide transparency on how their success will be measured. This approach not only streamlines the screening process but also sets the stage for a successful and fulfilling remote work experience.

Pra mim não existe diferenciação entre processo seletivo para remoto e presencial, porque ao fazer isso você está ditando que precisam ser profissionais de perfis diferentes para uma mesma função. Novamente insisto no ponto que o que deve ser avaliado é o que é necessário para a função, todas as skills que são necessários para a execução do trabalho.

Hiring Remote Talents is quite simple, but making sure that you have hired the right talent is tricky! In order to ensure that you are doing this most efficiently, here are a couple of things to keep in mind. The recruitment team should be thoroughly briefed with the complete expectations of the job. Secondly, access the talents before the interview with the help of some industry renowned proctored technical assessment platforms, and most importantly, use the technology wisely and have a video profile/resume of the Talent before hand, even before you invite them for an interview. This way, you can gauge the traits related to their personality and technical competency, by hearing right from the horses mouth, even before the interview.

Opting a good system to score resumes is important for fair evaluations. Choose one with a reliable scoring method and updated data. Avoid systems relying too much on specific keywords if you value diversity. Eg: Interpersonal effectiveness= Relational skills= People skills= Interpersonal communication. Use Weighted Attributes to show how important each criterion is. Consider Qualitative Assessment for subjective factors like cultural fit. Predictive Analytics, using past data, helps make informed choices. Use machine learning to spot and fix biases in the scoring process. Also, include assessments for attitude and aptitude.

1. Preparation of a clear and concise job description for the role defining what is essential and desirable from a candidate's profile and communicating the same very transparently. 2. Interviews can be arranged on a video call. 3. Keep it fair-assessment rules should be set with the recruitment team and hiring manager to avoid any bias against remote workers giving everyone a fair shot. 4. We can also give them online assessments which are timebound, situational question or any kind of assessment which is relevant for their job role. So as to get a clear picture of their understanding on the subject matter. 5. Highlight on the organization culture in the interview and make it inclusive for remote workers as well.

Consider tailoring the scoring criteria to align with specific roles and their unique demands in the remote environment. What works for a remote developer might differ from what a remote project manager requires. This bespoke approach ensures that your scoring system is not a one-size-fits-all solution but a finely tuned instrument for every vacancy.

Implementing a scoring system for resume evaluation is a game-changer. It allows you to objectively assess candidates based on well-defined parameters, leveraging technology for accuracy. This approach promotes consistency, reduces bias, and ensures your team is in sync with what defines an ideal candidate for your company.

One should document "ratings" for all the important criteria/characteristics needed for the role. (It could be a simple Excel sheet) This will reduce subjectivity and will bring quantifiable scores.

It may seem common sense, but call them. Recruiting is a phone job, and emails or text messages alone won’t cut it. You may be surprised as to the skills or experiences that can be discovered by simply speaking with them. If they are deemed a fit and can be moved forward with, proceed with the next steps as you would another candidate.

Phone or video interviews are not just a step but a leap forward in the remote hiring process. They offer an invaluable window into a candidate's personality, communication skills, and alignment with the role. As an advocate for leveraging digital tools, I see these interviews as a crucial platform for verifying resume details. But to delve deeper into behavioral and situational aspects, gauging a candidate's passion and fit for the position. Moreover, it's a golden opportunity to paint a vivid picture of the role, company culture, and what it truly means to be part of the remote work community.

It may seem common sense, but call them. Recruiting is a phone job, and emails or text messages alone won’t cut it. You may be surprised as to the skills or experiences that can be discovered by simply speaking with them. If they are deemed a fit and can be moved forward with, proceed with the next steps as you would another candidate.

Early in the screening process, include a phone or video interview. This not only gives you a sense of the candidate’s communication skills, which are crucial for remote work, but also allows you to gauge their comfort level with technology, an essential aspect of remote work.

While it might appear obvious, making phone calls is essential in recruitment. This is primarily a phone-centric task, and relying solely on emails or text messages is insufficient. Engaging in direct conversations allows for the discovery of valuable skills and experiences that might not be evident through written communication alone. If a candidate is identified as a good fit, proceed with the subsequent steps in the process just as you would with any other candidate.

Evaluate remote candidates through realistic online assessments or projects to measure skills, creativity, problem-solving, and adaptability. Ensure fairness, validity, and reliability in test design. Provide clear instructions and feedback, maintaining consistent scoring criteria across all candidates.

Understand the core requirements of the role and build a skills assessment for the same. For instance, if you are hiring for Software Engineers, you can ask them to code on a white board without any compilers or editors to check their strength of code. While hiring remotely, this could be an easy way to understand the problem solving ability, thinking out of the box, the level of the skills required etc. Another way to check performance can simply be the recommendations they have received on similar project work/skills used in the past.

Wee use behavioral assessments or situational judgment tests to evaluate how candidates would respond to common remote work challenges, such as communication issues or time management.

Skill and performance testing for remote candidates is crucial as it simulates real-world tasks and can reveal a candidate's true capabilities beyond what's on their resume. It's important to ensure these assessments are job-specific and measure essential skills required for the role. Additionally, incorporating a mix of tasks can assess various competencies and provide a holistic view of the candidate's potential. It's also vital to give constructive feedback, as it can improve the candidate experience and your employer brand.

Make your application process remote-friendly. Allow candidates to submit virtual portfolios, conduct video interviews, and complete assessments online. This ensures that remote candidates can fully participate in the hiring process without facing geographical constraints.

The easiest and most important question to ask when hiring a fully remote worker is: - Has this person worked remotely before? If so, there are several follow-up questions to consider: - How was their performance when working remotely? - What support might they need? - What were the challenges of remote working for them? - How will you as an employer maintain a sense of team and company culture? These are not always easy questions to answer, but remote work will not suit all people or all roles, so it’s important to consider these things beforehand.

References from a previous Manager or Coworker are great ways to get more information about a candidates performance and skill set. There's great online tools like Harver that will automatically reach out to references and get feedback.

When asking for references, the primary objective is to assess the strengths and weaknesses of a potential candidate, especially in relation to the opportunity at hand. This approach is particularly effective if their previous position was remote, offering valuable insights into their adaptability and work style in such settings. However, even if their past role wasn't remote, gaining an understanding of their motivations and how they managed their previous work environment remains crucial. Collecting these insights through references is more than a procedural step; it is an essential tool for making informed decisions in the recruitment process.

Check the candidate's linkedin profile, check their interactions and ask for references, or also check the highlights in their profile. This will give you a good idea of who they are

Post your position as remote, and then once you have awesome candidates from around the world, change it to hybrid. This will rule out anyone who isn't serious about actually working for your company.

In my experience, conducting the entire hiring process remotely is viable with a well-structured interview process. However, if feasible, adopting a hybrid model with incorporating both remote and in-person interviews is always recommended. While video interviews serve their purpose, they can't fully capture the nuanced personal impressions that an in-person meeting can provide. Particularly when the role involves more than remote work, it's beneficial for the candidate to experience the company culture firsthand through face-to-face interactions.

When conducting interviews for remote positions, it's important to understand the candidate's needs and reasons for seeking remote work. If a candidate expresses interest in remote work mainly for the convenience of staying at home, it might suggest a less serious approach. In contrast, if they mention that remote work allows them to focus more on the opportunity, rather than losing time in traffic during a commute, this can indicate a serious attitude towards the job. While these responses alone can't determine the suitability of a candidate, they definitely help in gaining a better understanding of their motivations.

It's important to have good practises for remote candidates. *Establish a consistent evaluation process - clearly outline the criteria *Train interviewers and hiring managers on how to conducting a remote interview, effective questioning, how to mitigate biases in virtual meetings. *Incorporate multi-dimensional evaluations such as time management, engagement, motivation skills *Be agile in screening process, see what is working and isn't and adapt quickly *Ensure you understand the legal/country specific policies

You should screen/recruit/hire remote candidates just the same as you would any other candidate. As long as you've confirmed remote is a possibility, of course! Some positions simply can't be done remotely. The ones that can though - should truly be considered for a remote fill! Opening up the search to remote candidates widely increases the pool of talent you get to swim in! The legal stuff - state labor laws vary, so make sure you've dotted your i's and crossed your t's and know which states you can hire in. Outside of all of that - ensure your recruiting process is identical for every candidate - regardless of their onsite/hybrid/remote status. Simple, right? 😉