16 Top Virtual Hiring Tools for Remote Recruitment

If we are still interested in the person after the phone screen, we invite them in for an in-person interview. We also show them our custom recruiting software tool and have them play around so we can assess their technology skills. We arrange a coffee with the candidate being considered and a few team members so both can ask questions and get a better feel for fit with office culture.

Even when the world is your talent pool, there will be niche roles requiring a specialized applicant search. To that end, GitLab built a Sourcing team tasked with finding the best talent and nurturing the candidate pipeline — a strategy any company can implement. When leveraging a third-party to hire, it is difficult to ensure that they will treat your employees how you would ideally like to see them treated. Third-party companies are under no obligation to understand or implement your values. Each country has unique and complex rules, laws and regulations, which can affect how we conduct business, as well as the employability of the citizens in those countries. For companies that are just beginning to work remotely and seek to expand globally, the process of setting up entities in compliance with each country’s requirements is a lengthy one.

What tools can help streamline the remote hiring process?

An applicant tracking system is a great option to help manage applications and track candidate progress. By implementing everything we’ve carefully put together in this article, you’ll be well-equipped to attract, assess, and onboard top remote talent in no time. Platforms like Flex Jobs, Remote.co, and We Work Remotely have dedicated sections for remote job https://remotemode.net/blog/how-remote-interview-process-looks-like/ listings. Leverage these resources to expand your reach and shortlist candidates actively seeking remote opportunities. When sourcing candidates, prioritize those with experience working remotely or who possess relevant remote working skills. Ultimately, flexibility in the hiring process also promotes a positive candidate experience and higher satisfaction.

What are the 7 steps in interview?

  • Arrive 5 to 10 minutes early.
  • Dress appropriately and professionally.
  • Sit straight and on the edge of your chair.
  • Listen carefully to the interviewer and respond to the real questions.
  • Smile and relax.
  • Show confidence in yourself and your abilities.
  • Speak-up!

We also recently created a public GitHub repository of all of the possible questions we ask for our engineering roles so we can be transparent with candidates about what to expect. Since it takes time and effort to hire, we change up the teams depending on who is available, who has experience hiring, and who is excited to be involved. Develop a comprehensive remote onboarding program with clear instructions, resources, and training materials. Consider using video conferencing platforms like Zoom or Microsoft Teams for virtual interviews.

Step 5: Consider Niche Job Promotion Platforms

Pitch is a collaborative, easy-to-use presentation software that allows us to highlight the Help Scout brand and culture in ways a flat job description could never do. As we move candidates to the final interview, we also ask them for three references, and we ask that two be previous managers. While the project is certainly an important piece of the process, it is not the sole determining factor for moving to hire. The hiring team considers the project score combined with feedback from earlier stages to decide who moves on to the final stage.

  • It can take them some time to make a decision about who to offer the role to or send to the next round of interviews.
  • If you meet the qualifications, you may be invited for an interview.
  • It automatically captures your candidate interactions, transcribes the interview and provides you with smart prompts.
  • If spending more time with the candidate is warranted, we can use their own questions as jumping off points for our own inquiry.