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Hiring + Recruiting | Blog Post

3 Tactics to Master Remote Recruiting

May 13, 2020
Linzi Nield
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This article is part two of a two-part series on the unique demands of recruiting in today’s unprecedented ecosystem of remote hiring. See part one here

In 2018, a study by Global Workplace Analytics estimated that roughly 3.2% of the U.S. workforce (nearly 4.3 million people) work remotely, which at the time was a 150% increase since 2005. 

Today, that same organization estimates that by 2021, between twenty-five and thirty percent of the U.S. workforce will be working from home in some capacity. This is a colossal shift to work as we know it and will impact all areas of organizations, and especially practices in candidate recruiting. 

These massive changes in the workforce have immediately impacted recruiting teams–hiring managers and candidates alike–who are now finding themselves looking at a vastly different hiring landscape. 

From companies postponing hiring, recruiters seeing a spike in the number of good candidates available in the market, and top talent expecting work from home optimized jobs, these changes aren’t going away anytime soon.

We’ve gathered three critical recruiting tactics to help you and your team adapt and move forward strategically with remote recruiting to land great candidates.

1. Get smart with market mapping

Market mapping is an essential part of remote recruiting that many recruiters are not used to, and which can feel a bit counterintuitive at first glance. 

In this process, rather than starting by pinpointing the location you want to target for candidate sourcing, instead begin by reverse engineering your talent search. This means that if you are hiring for strong technical talent, you can begin your search by researching top-rated computer science schools, and then use these less sought-out hiring locations to recruit within. 

For example, Carnegie Mellon in Pittsburgh, Pennsylvania, University of Waterloo in Kitchener-Waterloo, Canada, and Brown University in Providence, Rhode Island, are all lesser-known hiring hubs, yet ripe with incredible technical talent.

Many of these candidates are both qualified and hungry, yet in the past have been confined by location constrictions—now’s your time to hop on these talent pools.

2. Build strong communication among internal recruiting teams

When it comes to remote recruiting, creating strong internal team communication is more important than ever. It also directly translates to demonstrating professionalism to prospective candidates.

To establish great team communication, leaders must put in place agreed upon communication channels and accompany these with best practices, both on how to use the channels, responsiveness expectations, and how interview feedback should be shared within them. Before you start recruiting for a specific role, I highly recommend scheduling a pre-brief session with everyone involved in the decision-making process for the role. During this pre-brief you will be able to run through and align on the key goals, timelines, and internal responsibilities of the recruiting process. 

Additionally, internal candidate sharing is an essential part of the remote recruiting process, and opens up many opportunities when you recruit remotely. In this way, communication is key in order to quickly share potential candidates internally for other open roles that your recruiting colleagues may be working on. 

At Terminal, we go as far as having a candidate-sharing Slack channel with a set format for recruiters to use where they can share good candidates who are not a fit for their role but could be a match somewhere else. This format includes name, link to their profile, top 3-4 tech stacks used, and a brief summary of why the profile is being shared. 

After the person shares a candidate in the channel, the other sourcers and recruiters can see all the details in one easy spot and then can put an eyeball emoji on the message if they are interested in learning more. If they definitely want to talk to a candidate they use a green check, and if they want to pass they either don’t respond at all or select the red X emoji. 

Having a set process like this has helped keep the channel a lot cleaner and easier to read – and overall, it ensures that great candidates don’t get lost internally in this era of greater digital communication. 

3. Take steps today to build a stellar employer brand as a remote work leader

Today, job seekers are increasingly interested in learning how your company supports remote work, and how your company values are aligned with their career goals. This means that your company’s ability to effectively thrive in a remote working environment should shine through during every part of the remote recruiting process.  

One of the top questions my team gets asked from candidates is about how a company keeps employees engaged remotely. This is just one question you can prepare to answer now—and to begin putting solutions in place for. Consider organizing more virtual events and during interviews have a list on hand that demonstrates to candidates ways in which your company supports and hosts virtual events such as social hours, monthly all-hands, or AMA’s to keep employees engaged. 

Where the rubber meets the road, however, is in executing on these remote engagement promises once you’ve hired a new team member. The first few weeks of onboarding a new team member in a remote environment are absolutely critical to help them feel supported and set up for success. One tactic for achieving this is to assign each remote new hire an onboarding buddy who is available to help them with any questions that may come up and in finding the needed resources early on.

With today’s new remote-recruiting landscape, that’s primed to only get increasingly competitive, this is the moment for leaders to learn and adapt to new remote recruiting best practices to ensure their companies are attracting and retaining best in class remote talent, regardless of the circumstances of the hiring market.

Missed part one in the recruiting series? See part one with a definitive list of questions for finding high-performing remote candidates.

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