Cathy Liska By Wendy A. www.contentcampfire.com
Hi everyone! Today’s blog is the first of 3 blogs on this great topic. 
The pandemic has put many lives on hold. Some lost jobs while others began working from home. The coronavirus changed how people live and how businesses strive. More and more companies today are moving towards digital operations, and remote work is nearly a guarantee for new hires.
Working from home is now the new norm, and most services require a digital option. Business leaders are finding and adjusting to new digital recruitment and hiring methods. Most are still new to this venture, so how will they recruit and hire talent for their remote team?
If you are hiring remote workers, here are tips to help:
Consider an Applicant Tracking System
Remote hiring can be taxing once you start receiving multiple applications. And once your job opening gets attention, you’ll find yourself drowning in thousands of resumes. An ATS or applicant tracking system helps you sift through the documents to uncover the top contender for the job.
An ATS is a software application that collects and sorts resumes based on keywords. The application scans documents for pre-selected keywords that best fit a position’s requirements and a company’s vision. Using an ATS for your application process ensures you’ll get to the best applicants with the right qualifications more quickly. The system passes you the best ATS-friendly resumes and the best candidates. It saves you time and gets the job done.
Get the job description right
An integral part of the hiring process is creating a well-written job description. An organized job description creates understanding between the company and applicants about the company’s expectations. According to FlexJobs, a good job description includes
- Concise, exciting wording
- A clear title
- Inclusive language
- All key job requirements
For remote workers, you’ll include details about the working format. With remote-work-related keywords, your job opening is easily found by those desiring such a position. Be specific about your company’s location so applicants know upfront about potential taxes or state requirements. Make sure you clearly define words like “flexible” and “remote” concerning your specific posting. Avoid leaving applicants in the dark about what you’re seeking and offering.
Our next blog is part 2, Remote Workers: Recruiting and Hiring the Best. Be sure to check us out at https://www.CoachCert.com for mor information on our many great programs.
