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Monday, May 10, 2021

Chief Executive Insights

5 Expert Tips For Startups Hiring Remote Candidates in 2021

Sharon Koifman, CEO of DistantJob

First things first, the moment you read “remotely”, you were excited but also unsure. Excited because you know it is a win-win situation and saves you so much money. As a startup, you do have your very own challenges and expenditure is a burden you don’t want to increase. Unsure because you’ve seen a lot of big companies not following a remote culture.

If you’re a startup, you must know what will work the best for you. Big companies possibly have all the moolah to keep running their onsite operations but do you know Salesforce just switched to a remote work culture too? Well, the decision of going remote isn’t just about money after all. That is the way forward. The pandemic shook up the economy and businesses in 2020. Most businesses were shut down because they couldn’t afford their own business infrastructure. Besides, with so many benefits that remote work comes with, it is undoubtedly the NOW and the future of work culture.

Sharon Koifman, CEO of DistantJob

The pressing question is, how do you find remote candidates for your startup? Find the best tips to get started right here.

How To Hire Remote Candidates?

  1. Look in The Right Places
    With thousands of job portals around, it is so hard to figure out where to look for the right candidates that will fit your needs. Go for trusted portals like LinkedIn, where the candidate’s profile is clearly on display. You will not only be able to see their qualifications and work experience but will also be able to see their interactions to understand how they fit your culture.
    This can be your first step to shortlisted candidates. You will also be able to see if the candidates have expressed their interest in remote work. This is hard work that will take time because this is just the first step and you need a dedicated team doing this for you.
  2. Let Them Apply For A Job With You Instead
    Another great way to catch only that fish which is willing to get caught is to put out some great job postings. You could do this on all your social media platforms. This will help the ones looking for remote work opportunities to apply directly. You’ll then have a more consolidated data of those candidates who want to work with you.
    This is the best way to filter out those who might not be interested in working for you or have irrelevant experience and qualifications. Make sure that someone from your team is tracking all the inflow of applications from the website and other social platforms.
  3. Ask for Portfolios Along With Resumes
    It’s so easy for anyone to write impressive resumes. Don’t swoon over a couple of interesting words and projected dedication. This is why it is so important to see a portfolio that showcases case studies and examples. What great results have they achieved in their field? A portfolio quantifies what is said in the resume. It is proof that the candidate’ resume is of the value that is being projected.
    Reject all resumes without portfolios. Yes, even if it is for a sales, marketing or Human Resources position. Each employee has some proof of the work they’ve done and the results/goals they could achieve for a previous employer.
  4. Don’t Make it All About Emails
    An exchange of emails is great to get to know a candidate’s professional way of communicating. When it comes to remote work, you really need to also ensure that the candidate fits your work culture and can align with your vision.
    Emails and an audio call isn’t enough. You need to conduct several rounds of interviews using virtual video call apps such as Zoom or Skype to be able to gauge better. Are they nervous? Are they comfortable talking to different people on a virtual platform? Are they able to participate in virtual team discussions? This is a very important part of remote hiring.
  5. Hire An Expert Remote Hiring Agency
    All of what is mentioned above is not easy to do. It is time consuming and also requires dedication and expertise. Remote hiring isn’t the same as is the hiring process for a traditional office setup. There are many crucial interview questions that are necessary in the remote hiring process that an expert agency is well-equipped with.

Hire an experienced agency that has a good track record for placing top talent in various startups and other businesses. That way, you’ll know that your remote hiring process is in good hands. You’ll also be able to set aside time for all your other important tasks and responsibilities. As a startup you have plenty of planning to do.

These tips can surely help you devise a plan that will be fruitful for your organization. As a startup, your growth and success are heavily dependent on how you lay the foundation. Start it right by creating an inclusive and diverse work culture that boasts of great talent from across the globe. The best part? You’ll be saving a lot of money and be well on your way to early success.


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Sharon Koifman
Sharon Koifman is the CEO of DistantJob, a Montreal-based company that provides remote worker staffing and best practices-based advisory services for companies seeking to improve and expand their remote work operations.

Sharon Koifman is an opinion columnist for the CEOWORLD magazine. You can follow him on LinkedIn.