The future of work is remote, and there is no doubt about that. According to research done by Go-gulf, 55% of hiring managers agree that remote work among full-time employees is more common. They also expect 38% of their full-time workers will be working remotely in the next decade. For a distributed company, it’s comforting to know there are a lot of people looking for remote opportunities out there. This also means that the job market is competitive and that you need to do your best to attract the right talent to match your company wholeheartedly. This list will help you create a great job posting and attract just the right people.
A good job posting has:
- a detailed description of the person you are looking for
- a list of specific expectations
- a glimpse into the company culture
That’s not it. Once you find interesting candidates, it’s time to conduct a selection process.
Do a thorough interview process
Conducting an interview for a remote position is somewhat different than a traditional interview. At Deel, we like to take our time and really get to know the person we are about to hire. This is important because you want to make a good choice and base it on all the factors as described above. We usually do three interviews:
- first call: culture fit call where we give space to the applicant to tell us who they are
- second call: technical interview where we assess their hard skills and competencies
- final call: to wrap things up, negotiate the terms and run another culture fit test
This may seem like a long process, but onboarding someone takes time and effort and you want to make sure the investment is worthwhile. In any case, if you do the screening right, you will select only a handful of best applicants to go through the interview process.
This is a summary of the article How to attract talent for your job opening, originally published on Deel’s blog.