The COVID-19 pandemic is upending conventional practices in all kinds of businesses, and has quickly cascaded to the hiring process. Many employers are starting to see the value of making positions fully remote. In a multi-part series we are breaking down for you the key components of remote hiring including how to:
- Know if a position can or should be make remote
- Conduct a search for a new remote employee
- Ensure that you have the right policies for remote workers
- Interview and make an offer
Your geographical strategy for remote hiring
In our last article we talked about one of the biggest benefits of making a position fully or mostly remote: you can cast a wider net in terms of candidates. That said, you might want to have a geographical strategy, especially if key retail accounts are within that territory. But making a position fully remote does leave you with a wider set of options for hiring.
So we look at geography as a new strategic consideration for hiring. For example, we are often asked to consult with businesses is on the question of whether to hire in a company’s home country or find a local hire in an area in which they would like to expand. This is another area where making a position remote can be a great boon and allow you to hire an executive with a cultural knowledge of an areas in which you would like to expand.
Another strategic consideration is the cost of living where you are hiring. With employers weighing whether to make a digital hire in New York or Florida, such a financial calculus can make a big financial difference.
Use LinkedIn to seek out passive candidates
Here is a secret that is often employed in the executive recruiting world: some of the most valuable candidates are not currently looking for new employment. So how do we find them? We reach into our networks and we also have a sophisticated way of using LinkedIn to reveal candidates who have the right set of skills or who we think would complement a particular team.
Cast a Wide Net to Hire The Best Remote Team
A key question in your search is asking yourself whether your network is deep enough to surface the candidates who matter most to you. One of the true benefits of working with an executive recruiting firm such as ACCUR Recruiting Services is gaining access to an international group of recruiters who can connect you with candidates anywhere in the world.
Our recruiters work with you one-on-one with a particular executive vacancy or we can craft a Recruitment Process Outsourcing (RPO) contract to place a number of positions on an ongoing basis.
Hiring a remote position requires some additional considerations in terms of:
- Conducting an interview that really cuts through to the key skills that matter to the position and discerning whether the candidate will be a good fit with the rest of the team
- Crafting policies for HR and tech that make sense for a remote work arrangement
Stay tuned for our breakdown of those topics.
If you need help crafting a plan for making a position remote and finding the right candidate for that position, we are happy to speak. Please contact us!