The Do’s and Don’ts of Remote Hiring Webinar Recap

The VForce team recently hosted our first webinar, “Discover the Do’s and Don’ts of Remote Hiring.” Our experts, Lance Robbins, founder and CEO of Remotely Connected, and Dennis Di Lorenzo, senior team member at VForce, shared their insights into some best remote hiring practices.

Organizations hiring for remote positions face unique challenges compared to those hiring physically. Therefore, the most efficient and effective processes for remote hiring look a little bit different compared to what many companies are used to in a typical recruiting process.

Remote Hiring: Application Overload

As soon as a position is listed as “remote,” companies may see up to a 3000% increase in applications. On the bright side, this opens up your talent pool and gives you greater access to talent. But how do you manage the overload of applications?

Lance Robbins suggests creating strong application filters. Many candidates seek out remote work simply for the convenience of it being remote, but they may not actually be interested in working for your company. Your job description should specifically state the qualifications required, as to only attract those suitable for the position.

Sometimes, remote positions are also easier to apply for. If candidates can apply as easily as clicking a button on LinkedIn, it’s likely to increase your application flow. However, if you add an extra step in the application process, it will weed out the uninterested (and unmotivated) applicants. These considerations will make your application flow much easier to manage, and help you find the best talent.

Remote Hiring: Virtual Screening

Once you have interested and qualified candidates, ensure a thoughtful and intentional virtual evaluation process. Lance Robbins emphasizes the importance of looking for success indicators based on a candidate’s work experience. Additionally, he explains why you should not rely on your gut feeling. It’s important to consider that some candidates are excellent at phone or virtual interviews, and can provide a great first impression. But, this may not be indicative of their work performance. Have them complete some sort of trial project or task that gives you insight into their capabilities as a worker.

Throughout the process, Lance Robbins also stresses evaluating for soft skills. Emotional intelligence is key for navigating remote work, so be on the lookout for early signs throughout the screening process.

Work from Anywhere, Not Everywhere

Another consideration of remote hiring is your workers’ geographic location. Remote work generally removes geographic borders, but you should consider how this affects your operations. What timezone are the majority of your workers located in, and how does this affect your synchronous or asynchronous communication? Do you still have a hybrid model or some physical HQ? Think about your level of dispersion, and consider adding geographic filters to your remote hiring descriptions, even if they are remote.

Compensating a Dispersed Team

Finally, Lance Robbins discusses a rather “controversial” topic. Compensating a team that is distributed across different regions, markets, and industries can get complicated. There are countless methods to determine wages and pay rates, and your decisions must be thoughtful of these factors. His best advice is to compensate your workers based on the value of their outputs. Additionally, refrain from exploiting “cheap” talent based on the worker’s location, as experts refer to this as, “a race to the bottom.”

For more detailed remote hiring tips from Lance Robbins, along with an insightful Q&A discussion with Dennis Di Lorenzo, check out the full webinar here. (Link coming soon!) Also, make sure to sign up for our newsletter to hear about our upcoming webinars!