Remote Hiring – Here’s All You Need To Do

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Remote Hiring Heres All You Need To
Do? Planning a startup? Thats great news! But,
we know the challenges that come with such a
huge decision bringing your ideas into reality,
planning strategies, launching the startup,
managing it well, and so much more. And, to top
it off, making sure you hire the right
candidates for each job position that is one
responsible decision to make! How and who you
hire is what is going to decide the future of
your business.
When youre planning a startup, you need to be
abreast with all the latest tactics, techniques,
strategies, plans, and environment. One such plan
that is doing the rounds since more than two
years now is work-from-home. Remote working has
been on since the COVID-19 pandemic begun three
years back, and even after the pandemic
subsides, the plan doesnt seem to go anywhere
anytime soon. Those who have been working
remotely during the pandemic now prefer to
continue this style of work for the rest of their
careers. Employees have adapted to this new
style of working, and are absolutely content with
it, making it difficult to tempt them to return
to a fully office-based environment. However,
this isnt a bad thing for employers, since
remote working has reduced the need for ample
office space, other office supplies, and energy
bills thus lowering operational costs to a
great extent. But, one challenge that comes with
this mode of work is when a startup wants to hire
new candidates for such roles. Hiring talent
remotely can be a rather complex process, which
may require employers and recruiters to be
highly vigilant with their sourcing techniques.
To help with the same, weve come up with this
blog that can help startups
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• understand the remote hiring process more clearly
  and distinctly with three separate steps
  sourcing, interviewing, and onboarding.
• Sourcing candidates remotely
• The first rule of sourcing candidates is to
  identify the job position, the type of work, and
  the time of availability you are looking for.
  Once youre certain with all of this, you then
  want to create a detailed job description that
  includes everything the candidate will need to
  know about the role. This may include the
  qualifications required, the key duties and
  responsibility, the required skills and
  experiences, the required soft skills, the
  number of working hours, the salary range, and
  any additional benefits or selling points.
• You then need to speak about your company culture
  and environment in brief, stating what all you
  do and how, and advertise your vacancy in as
  many outlets as possible. This may include job
  boards, job sites, social media, and every other
  platform where your potential candidates may be.
• Once the candidates get in touch with you, you
  then need to filter the applications and begin
  compiling a shortlist of the most suitable
  candidates. Begin with conducting brief
  telephonic interviews, then proceeding to full
  video call interviews, after filtering out any
  candidates that seem unsuitable on the phone
  itself.
• Interviewing candidates remotely
• You can use online tools and video calls to
  conduct interviews. This way you can eliminate
  geographical barriers, thus connecting with
  potential candidates anywhere outside your city,
  or even the country. However, you must be
  flexible enough to shift your calendar and time
  to accommodate the interview at a time that
  suits a candidate, particularly if theyre in a
  different country or time zone.
• Video call interviews can seem to be a completely
  different world and absolutely challenging. You
  need to accept all such hurdles and yet
  communicate precisely, providing more context
  wherever necessary. Be sure your information has
  been communicated clearly and correctly at the
  other end, as remote interviews may often create
  misinterpretations and confusions.
• Onboarding employees remotely

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• Remember, when you hire from different locations
  and different countries, it will bring various
  challenges, such as payroll, tax, benefits, etc.
  Be sure of every such important aspect and stay
  well prepared beforehand.
• Set clear goals and objectives right from the
  start. At the same time, also ask the candidates
  for any concerns they may have, answering all of
  them properly so that they are encouraged to
  proceed and progress within the company.
• Set out a clear schedule for the first few weeks
  for the role of any candidate you hire. Ensure
  that all the necessary training is carried out,
  and schedule introductory meetings with
  colleagues and key stakeholders.
• Begin by assigning small projects and non-urgent
  tasks. Once youre confident of their work, you
  can then push them towards bigger projects and
  more responsible duties.
• Ensure to have regular checks during the first
  few weeks, so that you can understand their
  working patterns, review their progress, and
  offer any additional support wherever needed.
• With remote working here to stay, startup
  businesses need to be prepared to embrace the
  same, in order to have a competitive advantage
  when it comes to recruiting the best talent.
  Following the above steps and tactics can have
  you stand a better chance of finding the right
  candidates. And, for further assistance, you can
  always get in touch with some of the best
  recruitment companies in India, one like
  WalkWater Talent Advisors, who have a large
  talent pool registered with them, and have also
  had enough experience on hiring remote
  candidates over the years, hence proving to help
  you aptly with the same.