When you decide to embrace remote work, your pool of potential job candidates increases exponentially. In theory, that should make it easier than ever to find the best, most suitable talent for your roles. However, a deeper pool of candidates can be a blessing and a curse.
Without processes specifically tailored to remote candidates, you risk making a series of costly bad hires. While many traditional principles apply, there are unique qualities of remote hiring that you have to account for if you want to find the best candidates. And sourcing is one component that can’t be overlooked.
To succeed in remote hiring, you need to focus on the following three keys to effective sourcing—optimizing the job posting, understanding the traits of great remote workers, and focusing on the candidate experience.
1. Optimizing Job Postings to Source Remote Candidates
Job description inaccuracy is a rampant issue in the hiring world. According to a ZipRecruiter survey, only 47% of workers believe job descriptions reflect actual responsibilities. And 58% of job seekers say they have applied for a position based on an inaccurate description.
This is especially problematic for remote hiring because there are additional factors that will impact the job. For example, it’s not enough just to make the job functions clear. You also have to lay out the expectations for working remotely. What hours is the candidate expected to work? Will equipment be provided? How will progress be tracked by management?
If the job posting isn’t clear about these expectations, you risk getting an influx of irrelevant applications that make the hiring process more difficult.
2. Understanding the Traits of Great Remote Workers
In a perfect world, hiring great remote candidates would be the same as finding great on-site workers. Even though remote work is a desirable benefit for many candidates and employees, the reality is that it’s not right for everyone. Sourcing the right candidates means evaluating applications with key remote working traits in mind.
Some of the most common skills/traits to look for in a remote candidate include:
- Self-Motivation: While your remote hires will likely work closely with a team and manager, their jobs will largely be structured independently. Your candidates must be self-starters capable of handling the responsibility of a flexible schedule without sacrificing deadlines and job priorities.
- Writing and Communication: Technical positions require great coders. When working face-to-face with a team every day, a great technical candidate may be able to get by with average communication skills. But a remote worker relies heavily on communication. Make sure candidates can clearly communicate thoughts in writing and on phone calls before moving too far in the hiring process.
- Growth Mindset: If getting a deeper pool of talented candidates is a motivator for remote hiring, you need to look for candidates with a growth mindset. It’s easy to work remotely full time and become complacent with job functions, which can lead to dips in productivity. Sourcing candidates that continuously look to improve their skills and take on new challenges will ensure your remote hires remain engaged.
3. Focusing on the Candidate Experience
Sourcing remote candidates isn’t just a one-off task for every new job opening. Successful remote hiring hinges on your ability to maintain relationships with promising talent—even if the candidates weren’t the perfect fit for a particular job opening. Doing so will save time when hiring for the next position because you’ll already have a pool for sourced candidates to contact.
But to maintain the relationships and ease your sourcing pressure you need to focus on the candidate experience at every step of the process. For technical hiring, this requires a balancing act with the need to assess coding skills. Because you can’t provide a skills assessment in the office, you need a streamlined, candidate-friendly way to test coding capabilities remotely.
Depending on the situation, this might mean a live assessment so your hiring managers can work through problems with a candidate in real time. Or, it might mean providing assessments in the screening phase in a way that maximizes the candidate experience while providing the most accurate insights.
As long as you keep the candidate experience in mind at every stage of the remote hiring process, you’ll be able to maintain a positive reputation among the tight-knit technical community.
Filling Your Pipeline with the Perfect Hires
Sourcing remote candidates has always been a subtle art. It would typically take keen intuition to separate the strong remote workers from the ones who just aren’t right for a job opening.
That’s why we’ve built products like CodeChallenges, a way to remotely attract and engage strong candidates to fill your pipeline with ideal hires. But beyond supercharging campaigns with CodeChallenges, products like CodeCheck and CodeLive give you what you need to screen and assess technical talent without sacrificing candidate experiences.
These are the keys to sourcing and evaluating remote technical candidates and many companies are already taking advantage. If you want to learn more, check out our live webinar, How Fast-Scaling Companies Build and Retain Strong Engineering Teams.
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