More Remote Working Means More Remote Hiring
It’s clear that remote working is working well for companies of all types and sizes. And they’re not just ditching their offices, they’re thinking differently about talent. With good reason. The behavioral shift from the pandemic has also enlarged the remote talent pool. LinkedIn reported a 2.8X increase in the volume of new remote jobs being added to their platform, between March and July. Behind that dramatic increase in newly-created remote jobs there are probably a lot of recruiters and talent acquisition specialists who’ve never hired somebody remotely before. So it’s a great time for recruiters to broaden their talent horizons and knowledge when it comes to remote talent acquisition.
With them in mind, we put together our first “Oyster Hour” webinar series, titled “The (Remote) Future of Talent Acquisition”. It’s all about how to attract and hire great remote talent into your organization. This live conversation series features some of the smartest and most experienced folks in matters of remote work and remote talent. We broke down the conversation into three areas:
Part One: Designing Remote Roles
Our first conversation is a deep-dive into everything you need to think about before you begin the recruitment process.
- What needs to be considered in moving from a traditional office role to a remote role in terms of the job responsibilities themselves?
- What should be included on the job specification that is unique for remote?
- Any legal considerations on how the job specification is written?
- How can hiring teams determine what to evaluate candidates on in a virtual setting?
Featuring: Marisa Bryan of Scede.io and Tara Vasdani of Remote Law Canada, with Ali Greene moderating for Oyster®.
Part Two: Remote Recruiting Strategies
This lively conversation focuses squarely on the challenge of finding and attracting great remote talent.
- What should organizations with open remote roles do to connect with great candidates?
- What are the biggest lessons to come out of your remote recruiting experience and how have you brought those lessons to the recruiting process?
- How can organizations take candidate cultural differences into account when recruiting?
- How can organizations be more intentional in recruiting for diversity and inclusion?
- What trends are shaping the future of remote recruiting, and how can companies and candidates prepare for success?
- How should distributed organizations make it possible for candidates to glimpse what it’s like to work there?
- What opportunities does remote recruiting create to remove bias from the recruiting process?
Featuring: Zbig Motak Director of Talent Acquisition at DuckDuckGo, Sienna J. Brown, Global D&I Strategist at PowerToFly, Rodolphe Dutel, Founder of Remotive.io, with Ali Greene moderating for Oyster®.
Part Three: Designing a Remote Interview Process
Focusing on the remote interview process and the hiring decision, the panel provided actionable steps for companies looking to expand remotely.
- How can you let remote candidates get a “feel” for the company when they don’t get a chance to visit the office?
- What are the biggest frustrations of remote interviewing that are experienced by both recruiters and candidates?
- How should candidates prepare for remote interviewing success?
- What does it mean for recruiters to focus on “applications not resumes”?
- How do you decide who moves forward in the remote interview process in a fair and uniform manner across.a variety of role types?
- How long should the remote interview process take?
Featuring: Radina Nedyalkova, Remote Talent Advisor and Founder of Vox Advisory and Erika Klics, Talent Acquisition Manager at Zapier, with Ali Greene moderating for Oyster®.
If you like these videos and want more, follow us on LinkedIn for updates about future OysterHour series and more!
Have open remote roles? Talk to us about hiring internationally on Oyster.