How to Attract Talent for Your Job Opening

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The future of work is remote, and there is no doubt about that. According to research done by Go-gulf, 55% of hiring managers agree that remote work among full-time employees is more common. They also expect 38% of their full-time workers will be working remotely in the next decade. For a distributed company, it's comforting to know there are a lot of people looking for remote opportunities out there. This also means that the job market is competitive and that you need to do your best to attract the right talent to match your company wholeheartedly. This article will help you create a great job posting and attract just the right people.

Who are you looking for?

Don't shy away from giving an exact description of the person you are looking for. Job seekers often go through dozens of postings a day, so you want to be as memorable as possible and make them say "Yes, that's me!" when reading it.

Remote work is different than traditional work, so you should list the necessary requirements to match it. The applicant should be the person who is a self-starter and who can manage their own time. They won't always have you around so they need to manage their own work and focus on the output.

Laurel Farrer, a distributed operations specialist, highlights the importance of soft skills in a remote setting:


"People are hiring for soft skills way more than they were traditionally, because of the culture match. A set of developed soft skills is so powerful because it compensates for so much, non-verbal communication, for example."


This holistic approach will not only help an applicant understand the position, but it will be beneficial to you, too. Use it for initial candidate screening in the hiring process.

Tell candidates what they can expect

Now that you set your expectations towards the applicant make sure you set ones for yourself. Those will help the applicant understand the scope of work and potential activities they will perform.

If you are a bootstrapped startup, make sure to say so. Not everyone will want to jump between roles and pick up challenging tasks easily, and that's ok. You want to be transparent and honest because, in the end, you are looking for a person to match your vision and contribute in the right way.

An excellent way to list the scope of the work responsibilities is to do an overview over time. Toptal has a good example in their postings. They list the expected outcomes over the course of a year, broken down into months.

Give candidates a glimpse of your company culture

Finding a person to fit your company culture is essential in a remote setting. Laetitia Vitaud, an expert in the future of work, is confident that loyalty plays an integral part in a remote setting and that everyone can feel connected:


"You can be a freelancer and be loyal to your client and feel you a part of the team. It has nothing to do with the way you work; it has to do with WHY you work and who you work with."


Culture kicks in faster when you are working remotely, so hire someone who clicks with the rest of the team. Since your interaction will boil down to online communication, culture fit often trumps hard skills.

So take your job posting as a space to demonstrate what perks a person in your team has: team retreats, development budget, competitive vacation policy, etc. Explain what makes your company unique and enjoyable.

For maximum impact, don't write about it, showcase it in a video. Toggl has a great example of this. They made a video where they asked their employees why they love working there. The answers vary from the flexibility and retreats to good office coffee.

Do a thorough interview process

Conducting an interview for a remote position is somewhat different than a traditional interview. At Deel, we like to take our time and really get to know the person we are about to hire. This is important because you want to make a good choice and base it on all the factors as described above. We usually do three interviews:

  • first call: culture fit call where we give space to the applicant to tell us who they are
  • second call: technical interview where we assess their hard skills and competencies
  • final call: to wrap things up, negotiate the terms and run another culture fit test

This may seem like a long process, but onboarding someone takes time and effort and you want to make sure the investment is worthwhile. In any case, if you do the screening right, you will select only a handful of best applicants to go through the interview process.

Now you should have a solid base to create a compelling job posting that will attract the right applicants. Take your time and write one that will combine all the elements and you will be amazed with the results. Good luck!

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