Throughout the past year, many HR professionals had to quickly adapt their recruitment and hiring processes in order for these to be aligned with the social and mobility restrictions implemented in their regions. Due to the quick changes that arose in the workplace environment, it is only normal that certain questions and doubts arose, especially when it comes to how to better implement those changes in the recruitment and hiring methods. In this article, we will be giving you and an overview of some of the best practices to keep in mind when recruiting and hiring your remote employees.
Hiring new employees on a remote basis requires that some changes are made in all the steps of the recruitment process, from advertising to drafting a contract. There are certain specific tools that can help you navigate the shift into online recruitment.
One of the first things to take into consideration when recruiting new candidates is to ensure you are advertising your vacancy on the right platforms. There are several job boards that are exclusively dedicated to remote work and, if you post your jobs on these types of platforms, you are more likely to receive applications from candidates who are exclusively looking for remote opportunities.
There are several tools that you can use to conduct your interviews online. Some of them are generally used for video-conferences, however, many tools have been developed specifically for interviewing processes, which could perhaps be more interesting due to the extra services and commodities they provide.
While not all types of roles will require a technical assessment, some tools do become beneficial when trying to assess the knowledge and expertise of candidates, especially in regard to specialized roles such as developers, engineers, designers, translators, and even marketing professionals. In these situations, you can make use of online tools that help you to evaluate the candidates’ skills and allow you to make objective hiring decisions.
After you have selected your ideal candidate, the time has come to complete the hiring process. When it comes to remote working, there are some employment options available, each offering its own set of advantages and hindrances.
Contracting a Freelancer:
Some companies are opting to hire their international employees initially on a freelancing basis or as consultants. This might be a good option for situations where the company only has one employee in the respective country and is waiting for relocation to be possible, i.e. ensuring that the freelance set-up is only temporary. Due to the overall relatively low commitment between the parties and the relatively low administration efforts and costs involved, there is a current trend to start hiring new remote recruits as freelancers.
Setting up an international entity:
Setting up an international entity can have its benefits, however, it also comes with some risks and, especially, expenses. Unless you have a significant number of employees in a specific foreign country, or you are interested in strategically developing your business further in that location, this option might not be the ideal one for you. It is crucial to consider that each country has its own unique rules and legislation, which may also vary depending on the type of business.
Hiring through a Professional Employer Organisation:
If your international employee in his home country is rather considered an isolated case and employment on a freelance basis is not an option, you can consider using a Professional Employer Organisation (PEO). The PEO, which is a third-party company, will hire the desired person for you through an Employer of Record (EOR).
Would you like to learn more about recruiting and hiring remote employees?
You can read more information about the best practices of recruiting and hiring remote employees in our Guide on how to manage international teams remotely. If you still have any doubts, you can always schedule a free consultation with us - we will be happy to help you!
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