Imagine this situation. A candidate joined the company after a remote hiring process and is soon asking themselves whether they did the right move.
Ouch, this is not something you as a hiring manager, or the company, want to hear. We all know how a lot of time, money, and energy goes into recruiting and training new employees.
Let’s flip the opening situation. Imagine another scenario. Would you relocate for a new job with your family and a dog from Pakistan to Germany on a basis of a Zoom call?
Here is what is happening.
- Many more companies are now actively recruiting, hiring, and even onboarding without ever meeting candidates face to face.
- Companies today can grab instant access to an almost unlimited pool of potential employees from around the globe using virtual hiring.
- At the same time, a lot of HR policies and procedures are seemingly borrowed or adapted from decades of best practices. That should not be the way forward.
When it comes to remote hiring, candidates and companies both can and need to make informed guesses and decisions. Focus on showing candidates that your company is dedicated to looking after its people. By demonstrating how you are building a great future for your employees, candidates will want to be a part of it — and have no hesitation saying “yes” if an offer comes their way.
Essentially, right from the beginning, remote hiring boils down to building relationships and connected company culture. This makes all the difference.