One of those things, as I see it, is that there are more accounting firm managers who have discovered the benefits of remote teams.
From an employee’s point of view, telecommuting gives you the ability to choose the most productive hours, saving you time on commuting and office distractions. On the business side, teleworking can help reduce rental costs, facilities and resources. In addition, it opens the doors to find people willing to work for you from anywhere in the world.
However, it is very clear that to benefit from these opportunities in IT recruitement you have to reinvent your recruitment methods. These five tips will help you select the best profiles around the world when you have to carry out a remote recruitment.
1. Change Your Remote Contracting Strategy
In the past, most companies used recruitment companies or posted specific job offers. Today, your ads must attract candidates from anywhere in the world.
However, even if you use the same old tools like Indeed or LinkedIn, your job offer does not have to be limited to a specific geographical area. Instead, what you need to specify are the competencies you are looking for. It’s not enough to say that you want someone with an accounting degree – your ad should specify point by point the type of work the position requires.
2. Take Advantage Of The Odd Job Economy
Full-time employees are no longer the only (or the best) option. Today there are more opportunities than ever to access the specific skills you are looking for a specific project or part-time job.
3. Take Care Of Your Online Reputation
Negative online ratings and reviews can drastically affect your chances of hiring top talent. Every time you post a job posting, potential candidates will check the scores of former employees on Glassdoor, Indeed, and other similar websites. If they come across negative (or even neutral) opinions, their interest in your company will decrease.
When faced with a negative opinion, try to respond in a positive and friendly way. If you ignore it, it will give the impression that you do not care about the reputation of your brand or that you cannot defend yourself because what it says is true.
4. Measure Your Messages Well
The content of most accounting company websites revolve around the same thing: the company itself. They insist on telling the story of the company and its founders, when the truth is that nobody cares in the least.
When a potential candidate comes to your website looking for job openings, the last thing they want to find is a history lesson. He is also not interested in looking at a collection of photos of older Caucasian-looking men when he is looking for information about the company’s team.
The main theme of your website should be your customers, and the “Work with us” section should focus on the current and potential talent of your team, not the company. If you’re not sure how you can improve it, ask the young people on your staff to take a look and give you their honest feedback on it.
5. Use Video In Remote Recruitment Interviews
The questions you ask during interviews and other candidate selection processes will not change substantially in a virtual environment. However, in the current context it is important that “telecandidates”, and ultimately any candidate, feel comfortable communicating by video.
Ask applicants to record themselves answering two or three questions from the interview, so you can see if they are comfortable speaking on video and you can make a first impression before spending more time on an interview.
You could also record a video in which you briefly comment on the main aspects of the job: the type of person you are looking for, what their role will be, the salary or any important aspect that you usually discuss at the beginning of a personal interview.
Do not cling to the outdated idea that teleworking would not work in your company: it is true that there will be some shock and difficulty in the process, but nothing that you cannot overcome. Don’t hide behind the excuse that you’ve tried something like this in the past and it didn’t work out; just because you’ve had a bad experience in the past doesn’t mean it can’t be done.
Whether you have resumed normal activity in your company or if you plan to limit the number of employees working in the office, you will have to adapt your hiring strategy to the new remote reality. At the end of the day, it never hurts to expand your technological knowledge, be more efficient and have the possibility of reaching the best talents for your company wherever they are.