Enlisting new talent in today’s professional environment? Well, it’s a whole new ballgame thanks to remote hiring challenges.

Even as the country begins to put the pandemic in the rearview, remote workspaces and offices will continue to be a part of how we do business moving forward. We’ve collectively figured out that the unique setup works more often than it doesn’t, and for some companies – it’s a perfect fit. As a result, many organizations are putting out feelers for talent in markets that are thousands of miles from their headquarters.

Finding talent amidst this modified infrastructure can be tricky, however. How can you tell who’s the right fit with the office culture, when the office culture is spread across six different states? Even the interview process can be problematic as we move in fits and starts back toward pre-pandemic activities. And what’s more – how do you make it lucrative? The hiring process has never been cheap. Between advertising the position, interviewing the candidates, conducting background searches and processing forms, and then onboarding – the ticket price for simply shepherding one new hire through the metaphoric door can be thousands upon thousands of dollars. Doing so without face-to-face interaction compounds issues even more.

Here are some tips from the professionals to topple those remote hiring challenges and come out ahead of the game:

1. Cast a wide net: Perhaps the best way to tackle remote hiring challenges is to start thinking of them as remote hiring opportunities. The hunt for that perfect employee is no longer limited by geography – so consider throwing those limitations out the door when it comes to your postings and see what kind of resumes you attract. Consider a blind selection process, too. Eliminate any fields that identify a prospect’s age, race, or gender. That way, when those quality resumes start rolling in, you can home in on those precise skills that the role demands.

2. Turn off the video: Even after capacity limits and mask mandates are lifted, allowing for more frequent face-to-face engagements, consider hosting that first interview on Zoom or a similar platform. Simply turn off the video function. This ensures a blind interview, where you can discuss behavioral questions, touch on your workplace culture, and offer a brief overview of the position. Based on this first round of blind interviews, a shortlist of candidates can be formulated, and more in-depth, in-person follow-up meetings can be scheduled.

3. Make training mobile: Companies nationwide are beginning to craft short video tutorials and tours to integrate as part of their onboarding processes. Making these tools easy to access from anywhere in the world, at any time will go a long way toward productivity and Consider the following:

• Virtual tour of the office and/or company
• Onboarding guide
• Instructional videos and How-To’s
• Welcome message from your CEO or company president

4. Have a little faith: Giving new hires the option to live and work remotely, cutting down on rough commutes and the related expenses, will ultimately help you attract and retain stellar talent. Give new and existing employees an inch (or hundreds of miles, as it were), and then trust them to fulfill their roles to the best of their abilities and with the best of intentions. By doing so, you’re ultimately having faith in your own business instincts, as well.

Maslow Media Group is your comprehensive outsourced recruiting specialist. Our team draws from an extensive global network of talent while helping you locate the perfect candidate to grow with and even lead your team. We handle it all:

• Thorough screening of candidates
• Background and reference checks
• Negotiating compensation
• Monitoring performance
• And more!

Contact us today to find out how we can help you overcome remote hiring challenges and build a stronger, more efficient company.