7 Best HR Practices For Remote Workforce Hiring
It’s no secret that career professionals are enjoying remote, virtual, hybrid and any other work-from-anywhere- style of work in 2022. In this article, I’m sharing 7 of the best HR practices for remote hiring I’ve encountered as a career coach working with remote job seekers this past year.
1. Use Job Board Filters To Clarify Remote Postings
Work-from-anywhere terminology is rapidly evolving and changing as organizations define and redefine exactly how workers are allowed to work. As a job seeker, it’s difficult to fully understand the scope of work without having clearly defined expectations i.e. a clear and transparent job description.
A best practice is to clearly label and communicate if the job is remote or not. I’ve talked with numerous recruiters who have taken candidates into the final interview round only to be told the candidate is only considering virtual or remote work and the position they are hiring for is in-person.
Be upfront and direct on what type of work is expected so job seekers can decide if it is right for them before applying.
2. Put Salaries On Remote Job Postings
Real talk, if I live in LA and I need to make 10k a month to afford to live in LA, I’m probably not in a position to take a remote job for a company based in Ohio offering 60k a year. While 60k in Ohio is a decent salary for cost of living, it’s not going to cut it in California.
Including salary ranges on remote job postings is a best practice to help job seekers self-select in or out of an opportunity. Simply put, don’t waste your time or their time if the pay doesn't match up.
3. Clarify Working Hours
I work with US job seekers applying to opportunities all around the world now because of remote work. But, just because work can be done remotely doesn’t always mean the work can be done whenever workers want.
For example, I worked for a British based organization for 4 years and while I was working with American students, I was often communicating with British universities and partners in a time zone 5 hours ahead of me. Some days, I would start work as early as 4, 5 or 6am EST so I could make important meetings in the GMT time zone.
It’s important job seekers understand if the work can be done anywhere, anytime or if the work can be done from anywhere but there are still expectations to be “on” or available at certain hours of the day.
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4. Define What Level Of Technical Skill Is Needed In Remote Work
In my current role, all the programs and databases I use to do my job are in the cloud. I can use a Mac or PC and I can be at home or in the office and access everything I need.
My job has a very low technical skill requirement. I work in academia, we aren’t massively technologically advanced and most of my skill revolves around sending emails. But other types of remote work require a high degree of technical skill, ability, comfortability and flexibility.
In job descriptions and interviews, clearly define what level of technological skill a candidate needs to possess to be successful in the role. No need to sugar coat it, if you do, you’re setting yourself and the candidate up for failure. Just be honest.
5. Assess Candidate's Ability To Self-Manage and Self-Advocate
Remote culture is different from in-person. In remote teams, an employee’s ability to self-manage, self-motivate and self-advocate is key. It is for this reason, I very rarely advocate my student interns go into remote work as young professionals in their first or second job.
Self-regulation is hard and professionally voicing your needs and challenges to your supervisor can be uncomfortable or unfamiliar to some workers. But honesty and transparency are key elements of successful remote supervision so when hiring it is best practice to assess a candidate's ability in this space. Again, it helps the organization and the candidate longer term. If it’s not a good fit, better to know that in the interviews than 6 months into the job.
6. Basic Internet
Through recent years, we’ve learned not everyone has access to basic, stable internet. And when working fully remote, it’s imperative folks be able to access programs, meetings and collaborative synchronous opportunities consistently. While basic, it’s important to address a candidate’s access to basic internet and working machinery throughout the hiring process.
7. Cultural Fit
I’m nearly 15 years into my career and am almost 40 years old. The types of experiences and relationships I’m looking to build in my work life now are very different from say in my early 20’s or early 30’s even.
I mentioned this previously, but the younger we are in our career, the more important it is to learn from others, get organically pulled into work assignments we have no skill or ability to do (but you grow and just figure it out) and to network with experienced folks to help level up our career.
Can you do that remotely? Technically, yes. But damn, it’s hard.
Cultural fit is arguably more important in remote hiring because you have to be really, really intentional with learning and embracing new cultural norms, it’s not happening organically by hanging around people in the office.
In my career now, while I enjoy my colleagues, my work can be executed independently from folks I work with. While I am friendly with my team, I’m not necessarily needing to create an entire supportive network at work. I have friends and mentors I can vent to about annoying work things. I’m also mature enough in my career to know when to keep my mouth shut too.
All to say, consider what your organization offers in the way of culture and ensure that matches what the candidate is looking for. If a candidate hasn’t considered what type of culture they want in their remote life,, remote work is likely not going to be a great fit for you or them.
Lastly…
Only you and your organization know what skills, abilities, attitudes and opportunities are right for your remote workforce. Let it be an iterative process and keep improving it, incorporating feedback from recently hired folks and ensure it’s still a hiring process that works for your organization and worker needs.
Related:
How US Employers View International Study and Work Experience When Hiring
All You Need To Know To Attract Millennial Candidates To Your Open Jobs
Meet The Writer!
Hi! My name is Nadia Ibrahim-Taney and I help people design happy and fulfilling careers through authentic career coaching. My expertise includes career exploration guidance, resume writing, interview prep and LinkedIn profile optimization. My pronouns are She/ Her/ Hers and as a member of the LGBTQ+ community, I focus on how diverse identities impact and influence folks holistically and professionally. Please connect with me on LinkedIn or at Nadia@beyonddiscoverycoaching.com
