1. Set up a booth at a virtual job fair

Connect with applicants from around the country or the world during an online job fair. Attendees enter a virtual “lobby” where they can see participating companies. When a candidate visits your virtual booth, you can talk to them using video, audio or chat. Some career fairs also offer group sessions for efficiency.

A virtual career fair is an opportunity to get to know potential applicants, share details about your company culture and screen promising candidates. Job seekers often attend these events to get a feel for your company and the remote work experience.

2. Get face time with your candidates

A remote hiring process usually relies heavily on phone and video interviews. Video sessions are an opportunity to speak face-to-face and build a stronger personal connection. Seeing a candidate can also help you get a better understanding of their personality, skills and passions.

However, it’s important not to judge candidates by their camera presence alone. Some people may be uncomfortable appearing on video; others may have health conditions that impact their communication. For a fair, inclusive interview process, use a more holistic evaluation that considers additional factors, such as transferable skills, experience and performance assessments. You might also offer an audio-only interview option.

If applicants are comfortable with video, these interviews can enhance remote recruiting. As Katrina Dvorcek, Technical Recruiter at Indeed, puts it: “I believe candidates feel it’s more personal and the opportunity is more achievable when their recruiter takes time out of their day to meet with them via video. I’ve received a lot of feedback on how appreciative candidates are that we communicate with them and keep them informed so frequently in this manner.”

3. Prep candidates for the remote interview process

Interviews are an essential part of the virtual hiring process, both for employers and candidates. Preparing applicants for remote interviews can help them feel confident and enthusiastic about the opportunity.

Shelly Bernell, Technical Recruiter at Indeed, said, “One major shift to my recruiting strategy is how to best prep candidates on interviewing virtually so that they’ll be just as successful and comfortable as they would be in an on-site, in-person setting.”

Consider providing candidates with video interviewing tips in addition to your standard prep materials. Cover topics such as:

• Choosing the right interview space

• Testing technical equipment in advance

• Selecting an interview outfit

This strategy can set clear expectations, which helps create a consistent experience for candidates from diverse backgrounds.

4. Communicate with candidates

Maintain a connection with candidates by communicating regularly throughout the remote hiring process. Explain the process and let applicants know how long it will take, including the number and types of interviews they can expect. Communicate when you’ll make a hiring decision.

“I believe that committing to a transparent and communicative relationship with candidates throughout the entire recruiting process is essential,” Bernell says, “and even more so in a fully virtual environment.”

Make a point to check in during the interview process. If candidates are participating in all-day virtual interviews or assessments, ask if they need a break. Staying in contact can help you collect feedback that’s useful for improving future rounds of hiring.

“Since I won’t have the opportunity to meet my candidates in person and escort them around the office, I make sure to briefly check in with them during the day as well as at the end of their day to gather any feedback on their experience so we can continue to improve our remote interviewing capabilities,” Bernell says.

5. Coach hiring managers ahead of the interview

To help your hiring managers recruit candidates successfully, prepare them for the remote process. Ensure that they update and test their video conferencing software, and develop a procedure for handling technical issues.

Other topics to discuss include:

• Communication with candidates during the remote interview process

• Standard questions, assessments and evaluation criteria

• Explaining company culture and the remote work experience

MeeJee Davies, Technical Recruiter at Indeed, checks in with her hiring managers ahead of time. “Behind the scenes, I ping/email every one of the people listed on the interview the day before and make sure that they’re ready on their end,” she says.

Talk to your hiring managers regularly to get feedback and review candidates in the pipeline. Their input can help you build a more effective remote hiring process.

Turning remote hiring challenges into opportunities

Recruiting remotely offers unique advantages for your business. It enables you to expand your talent pool, opening the job to quality candidates outside the local area. Because you won’t need to pay for travel to career fairs, interviews and networking events, the process can save money.

Done well, remote hiring may also help you increase efficiency. “I like to use the opportunity of working from home to focus on reaching out to as many candidates as I can and being able to increase productivity without distractions,” Palmer explains. “This also means I get to have more conversations with candidates, [which is] not only great for filling roles but helps me personally to have more human connection.”

While you’re busy engaging with your team, hiring managers and candidates, self-care should be a high priority. “It’s been important to remember to take breaks to walk around, play with the dogs or meditate,” says Dvorcek. “Also ensuring that I set an end time to my work day has been critical because it’s so easy to get caught up working into the evening if you do not remember to set limitations for yourself.”

If your company is planning to recruit remote employees on a regular basis, a defined virtual hiring procedure can streamline the process. Developing standard practices can help you find high-quality applicants and create a positive experience for hiring managers and candidates alike.

FAQs about building a remote hiring process

What types of interviews should you use when hiring remote employees?

When hiring remotely, use the same types of interviews you’d use during a traditional hiring process. Common options include phone screen interviews, one-on-one interviews, panel interviews and testing interviews.

How can you conduct a successful panel interview remotely?

If your company plans to use virtual panel interviews during the remote hiring process, it’s important to establish procedures for communication. Consider asking participants to introduce themselves at the beginning of the meeting, and come prepared with a list of standard questions. For clarity, ask interviewers to speak in turn.

Some meeting software programs offer a hand-raise feature that allows participants to request to speak. As with an in-person interview, plan enough time for the candidate to ask questions.