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Nowadays, remote work is no longer a competitive factor but a natural necessity, primarily due to the realities of the time. The pandemic of recent years has only reinforced the need for businesses to move online.
A few years ago, 40% of North-American companies allowed their employees to work remotely in one form or another, and 4,3 million people have worked remotely since then. For those, who wanted to change jobs or move to a new place of residence without changing jobs, telecommuting opened up a global market and let them move beyond their place of residence.
Today, there is also a lot of talk about a hybrid work format, office + remote mode according to the situation, and flexible schedules.
It is logical to assume that if employees move to an online mode of work, then it is better to hire them online, too. LinkedIn estimates that over 80% of recruiters have already accepted remote recruiting. At the same time, the rest consider remote hiring a new standard and are mastering remote communication and business netiquette.
Online or remote recruitment is a method of recruiting personnel, using employment sites and any online activities to search for candidates, such as working with social networks, professional virtual communities, or instant messengers.
Using internet resources, recruiters conduct interviews with candidates online and send them test assignments.
These sites contain information about employers and job seekers. Many job sites are designed to allow employers to post job requirements by filling in the required form fields. Some of these sites also post information about employers and provide job search tips. A potential employee can post their CV, fill in a form, or add a CV or portfolio to their account through such a site.
Forums and blogs offer a set of discussion sections through which you can also find the right specialist. They are narrow in the specification, though. They differ mainly in the vastness of the circle of communication.
These methods are especially relevant when searching for rare specialists, for example, IT experts with narrow specialization. Plus, they provide the possibility of a preliminary assessment of the specialist. On the forum, you can read the candidate’s posts and get an impression of their knowledge of the essence of the commented issue.
Social networks are another way to find a job or a candidate. With the assistance of your connections, like acquaintances, friends, and colleagues, you make even more connections. And, with their help, find the right specialist or a job.
Recruiters also use the method of direct mailing: mailing vacancies to an address or non-address base. This method guarantees that the letter will reach its addressee and will be presented as detailed as possible.
The advantages of remote recruiting are numerous. Some of them are listed below:
On the other hand, to be objective, we cannot omit the disadvantages of virtual hiring. Here are some of them:
Hiring employees online is becoming more and more popular. E-recruitment is convenient, cost-effective, and efficient. But if you want the best results, consider using online recruiting in combination with traditional methods. And, in any case, ensure you have studied the candidate well enough, and they are the ones the client needs before moving to the final stage of hiring, closing the position.
Our OnHires recruiting team actively uses all the above methods and receives excellent results thanks to them. This approach saves both time and money. Besides, it allows filling any complicated vacancies in a short time.
Global Recruitment & Staffing
for fast-growing companies
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