Working remotely is no longer just an abstract idea— it’s a reality for many of us around the world, and number is ever-increasing, and as more and more companies embrace remote work, it’s apparent that remote recruitment will be a necessity.  

What’s more, COVID-19 is pushing recruiters to innovate and reinvent their style of recruiting as we face the unprecedented global pandemic. Companies have to switch to remote recruitment if they continue to hire. Remote recruiting has already been a reality for us for a long time so we’re here to help. We listed some essential remote recruiting tips to help you adjust to the new normal and hire top talent from anywhere in the world.


1. Have a structured hiring process

Creating a structured hiring process is a great way to stay organised and focused, even when recruiting remotely. Your interviews will be consistent which reduces bias and offers better candidate experience. To create a structure you need to identify what steps you need to follow in the process, people responsible and timelines. A great way to keep it organised is choosing the right ATS (Applicant Tracking System). At, we use Workable to better manage our remote candidates and make sure everything goes smoothly  throughout the hiring process. 

2. Write engaging and accurate job ads

Writing engaging, accurate job advertisements is always a key rule of hiring, but it’s even more important when you’re recruiting candidates remotely. Outline responsibilities and expectations but also make sure to add something about the company and its remote policies. Don’t forget to mention if you’re still hiring in the period of the pandemic to encourage potential candidates to apply.

3. Use video communication tools

Thanks to technology, remote recruiting is easier than ever before. Video calls are a solid alternative to a meeting face to face and will allow you to notice candidates non-verbal communication. Test your internet connection and place an alternative plan (like a phone call) if anything stops working. Make sure to inform candidates in advance on how to use your video call tool in advance to save them from additional stress.

4. Adjust the assessment

Make sure your assessment is clear, universal for the position and doable in a remote setting. Remember to set some deadlines and make it measure the skills you actually require. If you’d like to go through your recruitment using – you’ll meet only pre-vetted candidates who already passed assignments to prove they belong to the top 3% candidates worldwide.

5. Keep your candidates engaged

Make sure your candidates are engaged in the recruitment process. Let them know what the status of their application is and how they’re moving in the recruitment process. If you decided to froze your hiring for some time – don’t leave them hanging, reach out and let them know what the status is and that you’ll get back to them with more information as soon as possible. People will appreciate your transparency!

6. Keep an eye at data privacy

t’s important to protect your candidates’ privacy and make sure you’re meeting data privacy laws like EU-GDPR, which might differ in different regions. To combat this, pay attention to how you need to handle candidates’ data in different countries. Make sure to use secure technology that protects both candidate and company privacy during this time.


You need to adapt your recruitment strategy to the remote reality so it plays its role right. It’s important to make sure you’re agile in how you’re recruiting. After all is said and done, it won’t hurt your business—it will only help you become more tech-savvy, efficient and prepared for anything. The future is remote. If you need some help with your tech recruitment efforts – book a demo call with and elevate your efforts.

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