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1/ Hiring remotely will probably result in a lot more applicants.
Make sure to explain the role as precise as possible, so people know when to apply and when not to apply.
Make sure to explain the role as precise as possible, so people know when to apply and when not to apply.
2/ Be aware of the ânative speaker biasâ.
Interviews are just a âhow good can this person talk shopâ.
Get them to do real work instead.
Interviews are just a âhow good can this person talk shopâ.
Get them to do real work instead.
3/ While evaluating, focus on their real work performance.
For instance via take home challenges or pairing sessions with the hiring manager.
For instance via take home challenges or pairing sessions with the hiring manager.
4/ Use an Applicant Tracking System in order to streamline your process.
5/ Finally, use a contract to hire.
I.e. a proof period of 1-2 weeks after which youâll decide whether they get the actual job.
This will tell you more about them than any test will ever do.
I.e. a proof period of 1-2 weeks after which youâll decide whether they get the actual job.
This will tell you more about them than any test will ever do.
If you liked these ideas make sure to check out @andreasklingerâs blogpost on it! https://klinger.io/post/613135057119592448/quick-tips-for-hiring-remotely
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