Human Resources Blog - Spark Hire

How To Know You’re on the Right Track with Virtual Hiring

The working from home has been increasing in popularity even before the outbreak of the global pandemic. With the positives workers report, the popularity of virtual work is likely to increase even after the threat of COVID-19 passes. With that, the need for employers to hire virtually also increases. 

One of the top benefits of hiring virtually is that it allows employers to widen their search and reach qualified candidates away from their locales. But hiring, even though it is done virtually, can be costly both time and money-wise.

It can also have a negative effect on virtual team dynamics if the wrong person is brought on board. That is why it is important to monitor the virtual hiring process carefully and make sure the right person is selected. 

Here are some ways to know you are on the right track when hiring virtually.

1. You started on the right foot

As we know, one of the most effective hiring strategies is to start off with a good pool of candidates. Virtual hiring is no different! Employers can do this by crafting clear job descriptions that target candidates with the skills they have in mind. 

An effective job description should not just list the roles and responsibilities, it should resonate with the sense of who a candidate is; what they value, and what drives them.

There are several other things to consider that ensure the people who apply will be as close as possible to the desired candidate. 

2. Potential candidates do well on the trial run

To ensure successful virtual hiring, don’t skip the trial run. Give candidates an assignment or simulate a task that they will do once hired. If they do well at it, chances are they will be a good fit for you. If they run into challenges, how they handle them will also indicate how they would react in a similar situation on the job. It can help reveal character and strengths.

A trial run is also a good way to test if the candidate can fit in with the culture of your organization. The right candidate will be good for the job but the job should also be good for them. An interaction with a few members of your staff and a virtual tour of your office can help communicate your culture. This will reduce the chances of selecting a candidate who will leave the job early, putting you in a position to repeat the hiring process. 

3. They respond to communication in a timely way

Virtual work is all about great communication and you can tell that you are on the right track if the person interviewing for the job responds to emails, assessments, and any surveys in a timely way.

It is also a good idea at this stage of the hiring process to understand how comfortable the individual is with the different technologies your organization uses to communicate. In addition to email and voice calls, some companies use mobile apps to share schedules and interact with their remote employees. The more flexible candidates are with a range of methods, the better. 

4. They have a strong motivation to work from home

Working from home has become very attractive to some workers. Part of this is due to the COVID-19 pandemic but a recent survey shows that even post-pandemic, a number of respondents would like to continue working from home. 

For some, it is because they can cut out the commute and spend that time with their families. For others, it is because it affords them greater control over their schedules. A strong reason for preferring remote work might indicate that the person will make the most out of the job if they get it and even go above and beyond. Ask them why they would like to work remotely and an honest answer will give you an idea of if they are the right candidate.

On the other hand, working from home might not be for everyone so keep that in mind throughout the whole hiring process. 

5. They are honest

There is no perfect candidate, but there is one who is the best fit for the job and your organization. As you conduct the virtual interview, listen carefully to the respondents’ answers. Being able to admit that they are still learning to navigate a software you deem necessary for instance, is an indicator that you are talking to the right candidate. 

You will know you are on the right track if, in addition to being honest, they are open and especially if even during the interview they already have some of their own ideas that might improve your business and they’re not afraid to share them with you.

6. They identify with your company values

Effective virtual hiring involves choosing people who identify with your core values. One way to unearth this information is to present a scenario, and ask the candidate how they would react. This should be a challenging scenario where the answer isn’t a simple yes or no.

What they say, and how they say it will reveal whether they are aligned with your values or if they are not the ideal choice for your organization.

In Conclusion

As organizations adapt to the era of virtual work, they will need to keep an eye on the virtual hiring process. If done right, virtual hiring can be just as seamless and effective as the traditional process. 

About the Author

Chloe’s why is people; she gets her kicks from intensifying the purpose and exploring the potential of those around her. She works as Global Head of People Experience at Deputy, a robust scheduling software that can be used to manage your workforce in a wide variety of different industries. Chloe sees her work as an extension of her lifestyle and is constantly working on revolutionizing the people and culture space.

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