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7 Steps to Build a Recruitment Strategy for a Remote Company

The difficulty of increasing applicant flow and conversion rate has emerged in many businesses. You must have a successful recruitment procedure to attract the appropriate people at the right time.

7 Steps to Build a Recruitment Strategy for a Remote Company

Increasing our crew size has been our primary objective for this year. Initially, it made sense to review our hiring procedure to determine how we might improve our applicant conversion rate.

To better meet our recruiting goals, we first redefined our recruitment process. We successfully improved the applicant experience as a consequence, which increased candidate conversion.

Despite the numerous difficulties brought on by COVID-19, every organization must continue to use the strategy of remote recruiting. Companies had to change their hiring, onboarding drastically, and recruitment practices to maintain competitiveness and establish global teams.

While most businesses operate remotely, hiring practices have considerably changed to account for these adjustments. Professionals are also looking for flexible work arrangements due to the required physical distance.

The shift to remote hiring will undoubtedly take some time, even though it is now the norm for many businesses. This in-depth manual will provide you with valuable insights on how to digitize and streamline your recruiting methods. You will also learn how to use technology effectively and eventually work remotely.

We will outline our processes for optimizing the recruitment process in this post.

What is recruitment plan?

A recruiting plan is a clearly defined approach to luring, selecting, and onboarding the ideal candidates.

  • Typically, a strategic hiring plan will include the following:
  • Your hiring objectives
  • Planning for headcount Ideal candidate profiles
  • Your pitch for employee benefits
  • Your marketing plan for hiring
  • Your hiring procedure
  • Your hiring procedure
  • Equipment and technology
  • Your budget for hiring

What advantages can a recruitment plan offer?

According to the proverb, neglecting to plan is planning to fail.

With careful preparation, you’ll adopt a more proactive recruiting strategy that will lead to better hiring, lower expenses, and fewer last-minute scrambles to fill positions.

A carefully considered recruitment strategy will:

  • You’ll save time
  • Make sure you maximize your recruitment budget.
  • Assist you in making better hiring choices
  • Ensure your recruitment goals align with the larger company’s goals.
  • Make sure your hiring teams and recruiters are working toward the same objectives.
  • Put your energy towards creating the best talent pipeline.
  • Assist you in obtaining the funding you need to achieve your goals.

What is remote recruiting?

Remote recruitment is finding candidates remotely, conducting interviews with them remotely, and then employing them remotely. Many businesses are currently using a remote recruitment approach. As a result, the way employment processes are set up is also drastically altering.

However, analysts contend that the use of digital hiring tools was already widespread before the outbreak, merely accelerating it. Additionally, as businesses reconsider their recruiting practices, automation and artificial intelligence dramatically gain ground. It seems that it has evolved into a requirement for progress, particularly in a post-pandemic environment.

Remote recruiters may connect job prospects with appropriate opportunities while maintaining the same goals as a traditional recruiter.

Platforms to promote your remote employment

Think about posting job openings on social media platforms and job boards specifically for remote workers. Here are a few possibilities:

  • FlexJobs
  • Work From (Slack)
  • We work remotely
  • Nomad List (Slack)
  • Working Nomads
  • Digital Nomad Jobs (Facebook)
  • RemoteOK
  • Remote & Travel Jobs (Facebook)

If you make it evident in the job title that you’re recruiting remotely, primary, international job portals like Indeed and Monster might also be helpful. Advertise your vacant positions on regional employment boards if you wish to find people in a particular city or nation.

Making a flawless hiring procedure

The employment process may vary from company to company depending on organizational structure, selection process, kind of operations, etc. However, a well-planned recruiting strategy should assist the hiring team in finding the best applicant. At Creately, we use a 7-step hiring procedure to locate, hire, and keep the best people. The actions are;

  • Determine your hiring needs.
  • Put together job descriptions
  • Create a recruitment plan.
  • Candidate evaluation and shortlisting
  • Organize interviews
  • Consider and provide your proposition.
  • Get the new hire up to speed.

Step 1: Determine the hiring requirements
What are your current hiring requirements? A new employment vacancy possibly popped up, or an employee recently left. After identifying the open positions, you may provide the job requirements, such as the required abilities, expertise, experience, etc.

By checking, you may ascertain your staffing requirements.

  • If there are any performance, ability, or proficiency gaps that need to be filled
  • An unexpected rise in workload that your team is unable to manage
  • Any staff members that may shortly leave the firm

Step 2:Prepare job descriptions in step two

Define the job position, responsibilities, and duties after you know the gaps in your abilities, knowledge, and experience.

You may find out what to search for in possible applicants using a detailed job description. Additionally, it acts as a checklist that applicants may use to see whether they meet the requirements before deciding to apply, which results in a higher volume of qualified applicants.

A job description should include the following components:

  • Responsibility for the title
  • characteristics and abilities required
  • Compensation, bonuses, and benefits
  • Location

You may learn what your candidate is seeking, how to locate them, and where to look for them by developing a candidate persona. Additionally, it offers you the chance to

  • More pertinent emails, job application forms, job descriptions, training materials, etc., should be written.
  • Find the best channels for hiring
  • Produce tailored, high-quality material to draw in qualified individuals.
  • Recognize your stakeholders’ candidate requirements.
  • In the future, update and repurpose

Step 3:Create your recruitment plan in step three

Here is where you decide how to recruit and keep the best candidates. Here, it would be best to think about whether you can locate a potential applicant from within the business itself or whether you must employ someone from outside.

  • Your plan has to take into account
  • The region you’ll be concentrating on
  • The selection process (employee referrals, social media, video interviews, etc.)
  • making effective job adverts
  • Where employment adverts are posted (social media networks, job boards, company websites, etc.)

Step 4: Shortlist and screen applicants

Your hiring strategy was effective, and you have a mountain of applications. What comes next?
Here are the actions we take when we encounter this particular difficulty.

  • First, we filter through the applications to identify those that meet the basic requirements.
  • After that, the group resumes according to the chosen qualifications.
  • Here, consider the applicant’s background, credentials, technical and domain expertise, and abilities.
  • Shortlisted candidates will be those who meet the basic requirements and possess the necessary credentials.

Step 5: Conducting interviews

This is the first point of direct interaction your potential applicant will have with you after the application form or the job advertisement. Making a solid first impression on them as possible employers is now necessary.

And here is where your concern for applicant experience should be most.

What you can do to enhance the applicant experience is detailed below.

  • Envisioned interviewing process
    We’ve drawn out the steps to simplify the interview process for our staff and the candidate. It helps clear up any ambiguity and is transparent. When you send the first email to the chosen applicant, you can include it as an attachment. This enables them to comprehend the procedure, estimate the length of time required, and make the necessary preparations.
  • Allow them to select their preferred time slots.
    Being adaptable and eager to accommodate your candidate’s schedule is a massive bonus for you. You would allow the applicant to choose their preferred time slot for everything from the phone screening sessions to the discussion sessions (depending on the availability of time slots).

Step 6: Present your offer

Check with the candidate’s references at this time. If all is in order, you can make the offer.

But there’s a risk the first deserving applicant you’ve chosen won’t accept it. If so, you must be ready to make the offer to the second or third-best applicant.

Step 7: Employee Onboarding

Employee onboarding follows. Here is where you force the new hire to fit in. This goes beyond merely introducing the newcomer to others and showing them around the office.

This also entails assisting them in comprehending their duties and offering them the tools and instruction they will need to succeed. These two resources provide extra information on this subject.

The Prospects for Remote Hiring

One thing is quite evident as a result of the epidemic. Cannot do remote work for crucial supply chain and healthcare positions. But there are a lot of office and desktop chores that can do remotely with ease. The way that organizations approach hiring has to alter. More than 69% of young managers feel at ease with remote recruiting, according to recent statistics on remote working. Therefore, recruiters must get ready to acquire capable workers digitally. Remote recruiting has a promising future. It won’t be incorrect to argue that remote recruiting is the way of the future, given the improvised nature of the workplace culture and the current situation.

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