The work dynamics have drastically changed with the advent of the Coronavirus pandemic, and it has left the terrorized for the past two years. People got introduced to working in remote environments that initially hampered their productivity. However, everyone has gotten accustomed to remote working in the current scenario. Video calls have replaced meetings, and employee monitoring takes place through various tools and dashboards.
Recruiters still face difficulties when hiring people from their homes. Conducting face-to-face interviews is impossible as social distancing has become the new ground rule for every person. So, a remote work environment has affected the job seekers and the hiring managers. Multiple issues act as stumbling blocks in the recruitment process.
Remote work has gained popularity over the past years. However, hiring managers cannot capitalize on the remote hiring benefits due to the following challenges of hiring employees remotely.
The number of remote workers has significantly increased over the past decade. Hiring managers must analyze multiple resumes to shortlist the ideal employees due to the fierce competition in the job market. The managers receive countless applications for a single role as the aspirants are no longer required to be present physically. So, selecting a suitable candidate becomes tedious and time-consuming for them.
Hiring managers can find prospective candidates from far-off places due to the available global talent pool in current times. However, they may witness time zone differences due to the varied geographical locations. The differences cause inconvenience in scheduling and conducting real-time interviews and assessments.
The second significant task of a hiring manager after shortlisting the job applications is to schedule an interview. The entire recruitment process of an aspirant happens online due to remote working rules. However, the managers find it difficult to conduct interviews in one sitting due to different time zones, poor internet connection, misquoting of applicants, etc.
Onboarding new employees is a tricky process for hiring managers. The new employees may feel overwhelmed during the first few days of joining the job. The hiring managers may witness lower productivity with the new employees who may struggle to understand the organizational workflow. Multiple studies suggest that the newly hired employees display 25% productivity in the first month of their training session.
Every company must draft legal contracts for its remote employees. However, the contractual legal issues become a tedious task for the hiring managers because they need to examine the laws and fine-tune the content specifics to make the employees accept them.
Multiple remote workers face economic anxiety as they continue working from home. Hiring managers understand the significance of proper salary disbursement for job satisfaction and employee retention. However, they find it tough to transfer salaries to remote employees as it is a complicated offshore challenge. The tax laws, international money transfers, salary calculations, invoicing, etc., are some reasons that cause hiring and compliance issues.
Hiring remote employees is a tedious and challenging task for the hiring manager. However, they can overcome the challenges by following some significant steps to ensure a smooth hiring process for all employees.
Hiring managers should be clear about the job description when hiring candidates remotely. They must understand what they are looking for and analyze the key responsibilities an aspirant must shoulder for a position. The managers must commute the job description in the advertisement to steer clear of unwanted aspirants.
Hiring managers must define the key traits and skills they want in a candidate. They can analyze the candidate’s persona by checking every box in the job description and decide whether s/he is a perfect fit for the company.
Hiring managers must ensure their offer describes all perks, benefits, allowances, work flexibility, etc., to attract remote employees into joining their company. However, the managers must not go overboard and offer things in return for nothing.
Hiring managers must establish the ground rules of the company’s work culture before the employees begin working. They must make it clear to the employees what the company expects from them concerning work and communication.
Hiring managers will receive multiple job applications when they post a job vacancy on any platform. However, the managers must shrink the application pool to complete the hiring process with speed and precision. They can include assignments for the aspirants or ask them a few questions to ensure it sticks to the job description and its responsibilities.
Hiring managers can skip the telephonic interview during the hiring process. However, they can retain it as the first stage of the interview process for the remote candidates. The managers must keep the live video assessment as the final stage of the hiring process. They must prepare a questionnaire to test their communication skills, personality, behavior, aptitude, job skills, etc.
Hiring managers can use and validate the ex-employer testimonials as references to vouch for a potential job aspirant. They must not skip on validating any reference if the selected candidate has previous job experience and has recommendations to show. The managers can follow up with the ex-employers of the candidate and ask questions associated with initiatives, job performances, personalities, etc.
Remote hiring is a tough challenge for hiring managers. However, they can convert the tedious job into a successful one with a bit of caution and proper strategies. Most companies want to build a team with highly skilled talents for data implementation and
analytics solutions. They want contract-based professionals to get placed for onshore or offshore resources in the client locations.
The hiring managers of such companies can take help from professional specialty staffing providers like to hire skilled talents as onshore, offshore, or onsite resources in various locations. The site includes information on architects, senior developers, and data engineer roles at cost-effective rates.
