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How to determine cultural suitability while hiring remotely

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Recruitment for cultural fitness is important to the long-term success of your business, and remote recruitment is even more difficult. After all, corporate culture defines how employees interact with each other and work towards a common goal. But what does “cultural fit” really mean? And if you hire remotely, how can you determine if someone has a good cultural fit for your team?

Unfortunately, it’s not easy, especially when hiring remotely. You can’t stop at someone’s desk to see how you interact with your colleagues or measure your overall attitude.

This article provides a step-by-step guide for determining cultural suitability for remote adoption. This allows you to make the best hiring decisions for your business.Somehow Hire the right people for your startup culture Or, if you’re trying to build a more diverse team, these tips will help you find the perfect candidate.

6 steps to determine cultural suitability, especially when employed in remote areas

Below are some of the best ways to determine if a candidate has a good cultural fit for your company.

1. Ask the employee

A great way to assess cultural suitability is to find and duplicate what is already working. Then all you need to do is go to your employees and ask them about it.

Find out what a good employee looks like.

What are their qualities, hobbies, passions, and how do they communicate with others? You need to study them vigorously and get as much information as possible.

It will help if you always use the survey for your benefit. An example of a good question is “How do you feel working here?” Or “Do you have friends at work?”

Once you have the answer, you can start looking for candidates that fit the description.

Perfect candidate

The big advantage of this is that reviews immediately start attracting suitable candidates for the company.

When employees understand what you are hiring (and what they are looking for), they are more likely to recommend friends and acquaintances that fit the explanation.

As an additional benefit, this also helps you Keep the best employeesThose who are more likely to find value, knowing that their company is interested in replicating their qualities.

2. Create the set of values ​​you are looking for in the remote hire

Now that you’ve surveyed your employees, it’s time to organize your results to find the key characteristics of your ideal employee.

This step will probably take a considerable amount of time, but it is essential for successful future recruitment.

After evaluating your employees, write an overview of your ideal hire.

Here’s an overview of the ideal remote recruitment:

“Our ideal candidates are problem solvers who are proactive and proactive. They need to be able to function in an adaptive and fast-paced environment. They are also written and verbal. You have to be strong communicators in both. Finally, they need to be able to teach and always aim to improve their skills. “

Creating a brief description of the ideal employee is very important and will help you better determine if a candidate is suitable for your organization.

Identify quality and you are looking for

The process is to identify the best employee qualities and look for those qualities in future hires.

You want to do the same with your employment, just as the marketing team creates the ideal buyer persona you want to target with your product.

Creating this persona will help you better understand who is right for your company and who to avoid.

3. Refer to these values ​​in the job description

Once you have written down all the characteristics, you need to include them in your job description so that potential employees can find what you are looking for.

“But that’s what many companies are already doing,” you might think.

And you are not wrong.

Spend time explaining your “value”. Use better words to describe you better.

Go one step further and include why these values ​​are essential to your company.

This helps job seekers understand where they work and whether their position is appropriate.

A job description that includes your company’s values ​​also attracts candidates with those values.

And, as we all know, it’s much easier to work with someone who shares your values ​​than to work with someone who doesn’t.

This is an example of a classified ad that includes company values. This is especially helpful for remote employers to understand how they fit.

“We take pride in being problem solvers. We are always looking for proactive people who can take the lead in adapting to change. You are a strong communicator, both written and verbal. Then we want you to join our team. Finally, we are looking for someone who can teach and always want to improve their skills.

These values ​​are important to us because they help create a positive work environment where everyone is working towards the same goal.

We are looking for employees who can embody these values ​​and contribute to our corporate culture. “

Include your company’s values ​​in your job description to help you find the right candidates for your organization.

It also helps potential employees better understand what companies they work for, whether they are in the right position, and whether they feel they can fit your business. Useful.

4. Conduct a video interview with a remote hire

Now that you know what you’re looking for in hiring, the number of suitable applicants is significantly reduced.

This may seem bad at first, but it gives you more access to your work in the long run because you have a smaller pool of candidates to choose from. These candidates are also more qualified because they have the traits you are looking for.

Video interview time

This is the best time to introduce video interviews and get to know them better. In addition, it helps you discover the personality of the applicant and whether they are right for you.

Video interviews can help identify a candidate’s personality and better understand their cultural suitability for the job. For example, you can ask a question to tell a success story or a specific weakness. This gives you insight into their true personality, which may not normally appear when you first meet someone.

When using video interviews to determine cultural suitability, you can ask a few important questions.

  • What made you apply for this job?
  • What do you think is unique about our corporate culture?
  • How would you describe your ideal work environment?
  • Please tell us when you felt unfamiliar with your previous job. How did you handle it?

What do new candidates hired in remote areas think about your company?

Asking these questions will help you better understand how candidates perceive your company and whether they are likely to be appropriate.

Also, it’s worth pointing out Remote recruitment tools and technology Those who have come to the forefront of the COVID-19 pandemic can be used for your benefit when conducting video interviews.

There are many free and paid options that make it easy to record, store, and share video interviews.

Each of these platforms has its own features and pricing plans, so be sure to research to find the one that suits you. Once you’ve selected your platform, sign up for an account to get a better understanding of how it works. This will make everything run smoothly when conducting your first video interview.

Another point worth mentioning is Think about diversity When looking at a candidate and doing a video interview. In today’s climate, it is imperative to have a diverse workforce. Location is not so important, so video interviews open a talent pool.

5. Start test run

After narrowing down the candidates, we will start the test run.

The test run period is approximately 2-4 weeks and the candidates will work with you on a project basis. This gives you the opportunity to verify that your work relationship is appropriate before making a long-term commitment.

At the end of this period, you and your employees will assess whether they are suitable for the job and whether they should be offered a lasting position. Trial runs are useful, as it were, because both parties can “try before buying.”

This method eliminates future surprises as you already had the opportunity to work with that person and see how they work in that role. If all goes well and you decide to provide them with a lasting position, they will already be familiar with the company, their colleagues, and the work itself.

Test runs are a great way to test new employees when hiring remotely, before making a full commit.

A test run allows both parties to ensure that it is appropriate and eliminate future surprises.

If you decide to follow this route, there are a few things to keep in mind. First, be sure to write everything down so that you don’t get confused about what each party is expected to do. Next, you need to agree on the start and end dates of the trial period and the amount paid to the employee. Finally, set some measurable goals that you need to achieve during the trial period so that you can properly assess their performance.

Remove leaves from what happens in the hiring process in the best context Self-employed workA test run is a great way to see if someone has what you need to work for your company in the long run. In the self-employed world, employment is a little different because you don’t have the same safety net in your employment contract. Instead, you’re effectively taking on someone’s freelance, so it’s essential to make sure they’re right for your job.

More prominent companies may have different requirements, but the concept of test run may be something to consider. The trial also allows both parties to know each other and build trust.This is especially important Working remotelyBecause it can be difficult to build relationships if you are not in the same office.

6. Check-in after the first few weeks

If you decide to hire someone, it’s imperative to chat with them after the first few weeks of work.

In Chat, you can see how they are calm and if they have any questions or concerns. It’s also an opportunity to provide performance feedback and let them know what they’re doing and where they can improve.

Regular check-in (Hybe.com, meeting check-in questions) It’s a great way to make sure everyone is happy with the arrangement and things are going smoothly.

Don’t forget to chat with new hires when hiring remotely

It’s also worth mentioning that these check-ins also work in remote contexts. As more and more companies are adopting remote work, it is imperative to make sure everyone is on the same page.

Conclusion

Recruiting employees remotely can be difficult, especially if you are trying to adopt the right culture to achieve the best results.

This article has described the steps needed to make this process easier and faster. Following the advice above, you should be fine with the right person for your business and quickly fill your vacant position.

Image Credit: Provided by the author. thank you very much!

Nirta Paria

Entrepreneur & Investor

Neal Taparia is a co-founder of Imagine Easy Solutions, a portfolio of online education services that reaches more than 30 million students annually. Neil sold the business to CHGG (NYSE), where he stayed as an executive for three years. He is currently pursuing a new initiative, Solitaired, that connects classic games with memory and attention training.

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