How Technology Can Be Used to Hire Remote Teams
Need help onboarding international talent?
Can you even talk about business without talking about remote work? Unlikely. It’s 2021, the second year of the pandemic, and with almost three-quarters of companies intending to shift to a hybrid workforce, working remotely has become the new normal.
It has been for a while. Enough time has passed that you can read a lot about the different steps of the employee life-cycle - how to track performance for dispersed teams, which benefits to offer to employees and the most popular of them all - how to be productive when working from home.
But before any of them, there is a step to be taken, one that shouldn’t be neglected because it sets the tone for all the other steps that come after it. All of those employees need to be hired first.
Hiring is one of the processes that has a lot to gain and not that much to lose when technology gets involved. All of the required steps can be taken that much faster, a lot of wasted effort can be eliminated, and the overall experience can be more enjoyable for both the recruiter and the candidate. If done right, even the closeness and personal touch usually found in offline hirings can be found in remote hirings as well. We recently talked to Ben Chatfield, the CEO and co-founder of Tempo, to pull together a step-by-step process on how you can do it.
Step 1 - Talent Sourcing
How can I find the best candidates?
In order to hire the very best fit for every vacancy you have to offer, you need to start by defining what it is that you are looking for. If a job seeker comes across a job ad that you’ve posted on LinkedIn or on a job board, are they going to get the true essence of your position, company culture, requirements, and the benefits you are offering? Writing a perfect job description for a new job position has always been tricky, especially if you consider it one of the elements of your employer brand. However, there are some tips and tricks you can use that will help you achieve the best possible results and make staffing hunt a breeze.
Ben Chatfield, CEO and Co-Founder of Tempo, says, “Employer brand is how you present yourself to the outside world; it doesn’t have to be a marketing gimmick. When recruiting on Tempo, you can upload a company video and highlight key details about your company culture, dress code and benefits – the stuff that really matters for a new hire.”
However, sometimes even the best job description will fall short. Working remotely means that the entire world is your talent pool. Thousands of possible perfect employees. Chances are you won’t have the time to sort through all of that, or that, in some cases, you won’t even know where to look for top talent.
Luckily, there are many companies that help amazing talent get matched with spectacular opportunities through the use of smart technology. Using a platform such as Tempo to supercharge your hiring can significantly decrease both the cost and the time required to hire, and increase the chances of you finding your ideal candidate.
This is one of the examples of how technology can have a meaningful impact on your entire hiring process. The less time you spend in the administrative part of recruiting, the more time you will have to make smart, strategic decisions- and you can never have too much time for that.
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Step 2 - Applicant tracking system
How can I keep track of all of my applicants?
While we are on the topic of administration…
In every role, no matter how thrilling and exciting it is, there is menial, repetitive, sometimes exquisitely boring work. In the hiring process, the tasks that don’t make recruiters jump up and down from sheer joy are all the tasks related to application tracking. Every application has to be filed, categorized, properly named, and stored.
Communication with every candidate needs to be timely, accurate, and according to the laws and regulations (GDPR, for example). Every step of the process needs to run smoothly, otherwise, the whole thing falls apart.
Now, imagine having thousands of applications for dozens of vacancies, a whole bunch of recruiters, hiring managers, HRMs, and TA interns in charge of all of that. Automation of the hiring process that makes it collaborative has been a completely life-changing innovation. Since the first ATS has been invented, no recruiter has refrained from using them.
Out of all available options, Deel has decided to use Ashby. There are several factors why we have chosen this particular option. One of the crucial ones is that it offers nice and clean processes that are seamlessly automated.
Since it is important for us that every employee that participates in the hiring process is able to access the necessary information, the overview available with this platform sealed the deal for us. We take our hiring processes and candidate experience very seriously, especially the interview process, and Ashby allows us to do just that.
If you would like to learn more about hiring at Deel, you will probably enjoy reading this article written by our COO, Dan. We’ve been remote since day one, so you could say that we’ve learned a thing or two.
Step 3 - Selection and offer
How can I pick the very best candidate for my vacancy?
Once the entire recruitment process has been done, you are left with the most difficult decision - who to hire? Let’s assume that you have followed our guidelines and created a remote hiring process that suits your needs and allows you to clearly evaluate the competencies of the candidate. Even if you’ve done all that, you still might be left doubting, especially if you are lucky enough to have several candidates that will be a good fit.
We can’t really give you a tried-and-tested formula for every vacancy but what we can do is highlight that remote talent acquisition isn’t the same as the traditional one. The person that you choose not only has to be a good performer and a good fit for the company culture but they also need to be able to be self-disciplined, they need to be good communicators and know how to manage their time and maintain work-life balance and it would be a great plus if their motivation is internal rather than external.
Luckily, there are many tools and software you can use in order to test out everything we’ve mentioned - from online personality tests to platforms for remote video interviews. Tempo’s Video Q&A feature where you can ask candidates to submit their answers via video. This gives you an even better feel of a candidate’s personality and role fit. In fact, according to a survey done by Linkedin, 70% of talent professionals say virtual recruiting will become the new standard, especially for SaaS startups or recruiting tech talent.
Ben Chatfield says, “Tools such as video Q&As where you can ask candidates to submit their answers via video are a great way to get the feel of a candidate’s personality and role fit.”
There is even artificial intelligence software that can do the entire interview instead of you - but that might be taking it a step too far.
Although it seems like finding the perfect candidate for your remote position is a daunting task, but try to look at it from a different perspective. The person that meets all of your criteria will be an amazing addition to your team that will help drive your growth. One thing you should also have in mind is that the world of remote recruitment moves very fast. As soon as you choose the perfect candidate, don’t hesitate to give them an offer, before someone else beats you to it.
Step 4 - Onboarding processes
How can I remotely incorporate the new employee?
Telecommuting has a lot of benefits, there is no doubt about that. However, there is one huge downside, that is usually the reason why employers give up on this sort of employment.
When you employ across the globe, there are a lot of technicalities and legal issues that you need to sort through. First, you need to be aware of the local realities - conditions, the standard of living, laws, and regulations. Local compliance can make your hiring an excruciatingly complicated process.
More often than not the process of hiring internationally can be so long and cumbersome that employees simply don’t even bother and choose to hire locally, even at the expense of available talent. Not to mention the biggest issue of them all - international payments.
Do these cons really outweigh the pros?
They most certainly don’t! Having the ability to tap into the international talent pool is an amazing benefit for your employee - virtually anyone in the world can become a part of your company. Scouting the right candidates and having them part of your team is one of the most exciting things a recruiter can do. A lot of the issues we mentioned above have been resolved, one way or the other, and payments is no different. You can now get paid internationally through several options, finding the one whose offer suits your need best.
And what about the other downsides? Well, luckily, Deel can help you with all of that. From local realities through contracts, from payment methods to tips for remote work. You can find everything using our platform - and more. We have a lot of available resources and experts, and we have even introduced our very own payment method - Deel Card.
What was once impossible is now a reality - your company can enjoy the perks of different educational backgrounds, cultural diversities, perspectives that enrich the environment and minds that push the company forward. Using the latest tools and technologies the effort an employer makes has been decreased to a minimum, and a whole new world of opportunities has exploded.
Use it wisely and beat the competition, because the growth that comes from the newest technological discoveries isn’t going to slow down any time soon.