The Hirer’s Guide to

Remote Hiring
The future new reality of recruitment
Table of Step 4. 
Review your application and
Appendices

Contents
Appendix A: 
assessment process 24
EVP template 48
Comparing the tools  27
Remote work is here to stay 3 Video calls 28
Appendix B: 
Where to advertise for remote roles 52
Pre-recorded interviews 29
A new pipeline  4
Chat-bots 30
Appendix C:
Step 1.  Psychometric testing 31
Remote skills list 54
Get your house in order 6 Skills assessments 32
Appendix D:
Remote Employee Value Proposition 9 Step 5.  Job ad template 57
Decide who to hire 34
Reach further  12 Appendix E: 
Step 6.  Remote Benefits checklist 62
Step 2.  Onboard your new employee 37
Build a profile 13 Appendix F: 
Tips from experts like you 38
Remote onboarding checklist  65
Remote skills 15
Things to consider 39
See Vervoe in action 71
Getting remote ready 18
Step 7. 
Step 3. Retain your talent 40
Advertise the job 19
Benefits43
Create a job ad 20
Out of office; gone global  45
Where to advertise  21
Ready to go remote?  46

The Hirer’s Guide to Remote Hiring | 2

Remote work is
here to stay
It may be stating the obvious but remote
work is here to stay. There’s a good chance
that you’re reading this from the comfort
of your home office, couch, or, even
bed. According to a Global Workplace
Analytics study, remote work has grown
216% since 2005. The COVID-19 pandemic
accelerated that growth, leading more
employers to embrace it.
80% of employees expect
to work from home at least
80% three days per week,
according to Owl Labs
82% of employers plan to
continue allowing remote
82% work, in some form,
according to Gartner
We can see why. Remote work increases
productivity, saves money, and improves
work-life balance.
For example, when a large travel agency
in China allowed call center employees to
work remotely, productivity increased by
13% and the attrition rate halved.
Some organizations have found
that remote work encourages good
management practices. Managers must
evaluate employees based on outcomes,
rather than simply ‘butt-in-chair time’.
The same paper emphasizes the
importance of allowing employees the
flexibility to work when they are naturally
most productive. Remote work facilitates
this.
In the United States, companies save an
average of $11,000 per part-time remote
worker. Remote work is good for your
employees, their productivity, and your
organization’s profitability.
Over the past few years, many
organizations have embraced these
benefits, and are now offering remote
roles. This kind of role can be filled by
someone who lives in another city, another
state, or even another country. In fact, you
may never see this employee face to face.
To allow for remote work, we’ve all had
to adjust. The technology we use, our
office spaces, the very way in which
we complete day-to-day tasks; it’s all
changed. But, has recruitment changed?
Have our hiring processes really been
adjusted to suit remote work?
There’s a high chance your recruitment
strategy hasn’t caught up to the need
for remote hiring. So, if your recruitment
strategy isn’t up to date, here’s everything
you need to catch up.
The Hirer’s Guide to Remote Hiring | 3
A new pipeline
This is a ‘traditional’ recruitment pipeline:

Employer positioning Decision

Build a brand with a local reputation. Consider interviews and contact the successful
candidate.

Build a profile
Decide who you’re looking for. On-boarding
Welcome your new recruit into your office and
show them the ropes.
Job ad
Build a job description and advertise internally,
plus through local agencies and geographically Retention
filtered job boards. Offer benefits and opportunities to keep your
employee invested in your organization.

Application and assessment

Read through applications, select and conduct
in-person interviews.

The Hirer’s Guide to Remote Hiring | 4

For remote recruitment, this pipeline needs to change — top to bottom.
From how you position your brand through to how you assess candidates, remote recruitment is a different game.

Here’s what a remote-friendly recruitment pipeline might look like:

Employer positioning Decision

Focus on global appeal and build an employee value Consider the evidence and contact the
proposition that targets remote candidates. successful candidate.

Build a profile On-boarding

Decide who you’re looking for, based on the skills a Virtually welcome your new recruit and use
remote employee needs. digital training tools.

Job ad Retention
Build a job description and advertise broadly, making Offer benefits and opportunities tailored to
use of global agencies, networks, and job boards. remote work.

Application and assessment Wondering how to make all this happen? Next, let’s
Use an efficient online application process and a take a deep dive into remote hiring, guiding you
combination of the best digital tools available, from step-by-step through this pipeline.
video calls to skills assessments.

The Hirer’s Guide to Remote Hiring | 5

Step 1.
Get your house in order
Convincing the right people to work for your business is a challenge at
the best of times, and it can’t always be solved exclusively with money.
People want to know the values and identity of an organization before
joining it. So, if you haven’t done so already, you need to articulate
what your brand stands for. In this step, we’ll take you through a
process that will help you develop your employer brand, create an
employee value proposition, and figure out how to make them both
remote-friendly.

The Hirer’s Guide to Remote Hiring | 6

Why you need to improve your brand or a diverse team. Every business has
to attract remote talent an employer brand — but many do not
consciously influence it. Often, word of
Before you even think about advertising
mouth is the only avenue through which
for a remote role, it’s time to rethink your
employer brand is communicated. If
employer brand. An employer brand is
not consciously shaped, your brand is
simply the reputation a company has
entirely in the hands of employees (and
as an employer. In the era of remote
ex-employees). This is not necessarily a
recruitment, great branding is your best
bad thing. Many businesses grow and
sourcing strategy. Marketing strategist
thrive thanks to positive word of mouth.
Kate Moskalenko says, “Companies that
However, word of mouth only goes so far.
can successfully update their brands to
This kind of organic employer branding
align with the future of work by offering
targets local sources. Your reach is limited
remote working solutions will see stronger
— and therefore so is your talent pool. For
candidate pools than those who do not”.
remote sourcing, your brand needs to be
Businesses can’t rely on local reputation.
bigger. It needs to be intentionally shaped
You need a global brand — no matter the
and it needs to be communicated broadly.
size of your company.

Think big
As an employer, what is your reputation
and how is this reputation communicated?
Perhaps your company is known for
offering the highest remuneration in
your local sector. Or, maybe you have a
great reputation for a fun office culture

The Hirer’s Guide to Remote Hiring | 7

Shape to appeal good stage to invite an expert into the
process. Working with a marketing or
Lars Schmidt, the founder of Amplify, says
communication strategist, with expertise
that “All companies have an EB [employer
in your industry, can be incredibly
brand] whether they consciously shape
valuable.
it or not. Most companies that are
successful in recruiting take steps to
proactively influence and shape their 3. As you’re building your employer brand,
employer brand”. It is worth investing in ensure it is global
your employer brand. To build an employer Are your organizational values and goals
brand that appeals to remote candidates: applicable to candidates from a range of
backgrounds? Don’t limit your brand to a
1. Start by reviewing your current employer particular place, culture, or demographic.
brand
Look on Glassdoor to see what current
and former employees are saying about
your organization. Analyze your current
recruitment communications — what do
they say about your brand?

2. Conduct an internal survey to assess

how your people would describe their
employee experience
Think about who you are as an
organization. What do you deliver and
what kind of characteristics does your
company strive for? This might be a

The Hirer’s Guide to Remote Hiring | 8

Remote Employee Value
Proposition
Your Employee Value Proposition (EVP) is the set of benefits offered by
your company to employees. It is one tool within your broader employer
brand. If you’re hiring for a remote role, you need to build this into your
EVP. Why should a remote employee choose to work for your company?
Some benefits will be applicable across both face-to-face and remote
roles. However, there’s no doubt that an EVP should look different for a
remote employee.

Let’s take a look at some EVPs and consider whether they are relevant to
remote employees.

The Hirer’s Guide to Remote Hiring | 9

 Not relevant to remote roles
Relevant to remote roles
Strava has a client-base of athletes, marathon runners, and
cyclists so it’s important for them to have a workforce that’s
equally motivated and driven. Energetic employees need
lots of, well, energy and that’s why they always have a fully
stocked kitchen with great snacks, quick meals
and all the fussy coffee and brewing equipment
you’d expect from a company of athletes.
To attract remote employees, this EVP needs to focus more on the
benefits of a ‘motivated and driven’ work culture and less on the
office-based perks.
We’re dedicated to building an inclusive culture where
employees can do their best work. Feedback, research, and
our own employees show that the number one way to do
that is by being flexible. Giving HubSpotters the freedom
and flexibility to create their own work-life balance builds
trust in our company, but it’s also just the right thing to
do. That’s why flexibility is at the core of our benefits and
culture, from family planning to financial planning.
This EVP focuses on something that is applicable no matter
what mode you work in — flexibility. Flexible work hours, family
planning support, and financial planning are appealing to remote
employees.
The Hirer’s Guide to Remote Hiring | 10
 We believe in giving our employees the tools and resources
to keep them healthy, wealthy, and wise. Whether it’s a
gym subsidy, unlimited snacks, or healthcare benefits,
we believe happy employees are successful employees.
The examples this EVP uses are largely irrelevant to remote
employees. Healthcare benefits may or may not be relevant,
depending on where they live. Yelp needs to think of some more
‘tools and resources’ that can be accessed by all employees.
First, let’s cover the table stakes. Yes, you’ll get all the usual
perks. But if you’re the rare creature we need, that’s not
why you’re here. You’re here because you want to build the
future. You’re here to free people from repetitive, boring
jobs and have a blast in your job along the way. We’re
growing faster than we expected and that’s humbling. This
means you’ll grow fast too. And one day, you can say that
you were there at the beginning.
This EVP acknowledges “all the usual perks” but prioritizes broader
purpose-driven benefits which are applicable for both face-to-
face and remote employees. It would be even stronger if it were
more specific about the benefits offered. (eg. What programs are
in place to ensure “you’ll grow fast”?).
If you’re after a creative way to communicate your EVP, try a video.
Here are some examples of recruitment videos we love. Whatever
format you choose, remember to craft your EVP to remote
employees. Focus on benefits that are applicable to employees no
matter where they are located.
The Hirer’s Guide to Remote Hiring | 11
Reach further
To broaden your talent pool, you need to broaden your networks. If you only
participate in your local industry, you will largely attract local talent. To make your
reputation reach further, it’s time to find new networks.

• Are there any national or international networks or affiliations your company could
join?

• Do you have contacts who work in different locations and sectors? Now is a good
time to connect.

• Could you join any online communities related to your services?

• Would you consider broadening your marketing to reach new customers — who
could turn into new candidates?

The Hirer’s Guide to Remote Hiring | 12

Step 2.
Build a profile
In the remote recruitment pipeline, the next step involves painting a
picture of who you want. In particular, you need to determine what skills
the ideal candidate would have. We are big believers in skills-based
hiring. This means prioritizing a candidate’s job-specific skills over
their education or background. When it comes to remote work, this is
especially important. You may never get to see your remote employee
work up close. So, you want to confirm they can actually do the job
before you hire them.

The Hirer’s Guide to Remote Hiring | 13

Here are the top reasons you should consider skills-based hiring:
1. Skills-based hiring
guarantees you hire on merit
We all carry unconscious bias which
can unfairly sway recruitment
decisions. Skills-based hiring,
however, ensures that you focus on
a candidate’s abilities — rather than
their ethnicity, gender, appearance,
or sexuality. Skills-based hiring
can help to negate bias which can
lead to improvements in company
diversity.
2. Skills-based hiring predicts
performance
Resumes and interviews can be
misleading. The information they can
provide is limited. Skills-based hiring,
however, means you can predict how
a candidate will perform on the job
by placing them in life-like scenarios,
seeing how they solve problems, and
verifying they have the skills they
claim they have.
3. Skills-based hiring improves
retention
Because skills-based hiring helps you
make informed decisions, you’re less
likely to hire the wrong person. High
turnover rates cost a business a lot of
money. Save yourself the headache,
and get the right person for the job —
the first time.
The Hirer’s Guide to Remote Hiring | 14
Remote skills
A remote role requires particular skills. Of course, many job-specific
skills remain the same no matter what mode the employee is working in.
However, remote work has its own demands and challenges. It is crucial
to consider how the remote nature of a role impacts the skills you’re
looking for.

For example, let’s think about how the skills needed for a DevOps Engineer
might shift if the role is remote. The Engineer can’t rely on in-person
meetings and must be able to communicate via email to a range of
teams across the business. This requires good written communication
skills.

Or, how a Remote Senior Sales Representative might need to be more

self-motivated if remote, with the ability to negotiate asynchronously, and
over Zoom.

Here’s what skills you might need to look for when hiring remote versions
of these roles...

The Hirer’s Guide to Remote Hiring | 15

Example 1

DevOps Engineer Remote DevOps Engineer

Proficiency in Python and JavaScript Proficiency in Python and JavaScript

Software Written communication

Remote software skills —

Able to write unit tests
no access to onsite hardware

Able to clearly teach and explain complex

Efficient time management
information to non-IT employees

Teamwork Efficient time management

Teamwork

The Hirer’s Guide to Remote Hiring | 16

Example 2

Senior Sales Representative Remote Senior Sales Representative

Manage relationships with clients remotely

Manage relationships with clients
over Zoom

Strong analytical skills Strong analytical skills

Verbal and written communication Verbal and written communication

Strong product/sector knowledge Strong product/sector knowledge

Able to negotiate remotely, sometimes

Negotiation skills
asynchronously

Self-motivated and proactive learning

and working

The Hirer’s Guide to Remote Hiring | 17

Getting remote ready
Once you’ve gathered data about the skills you need and the skills you’re
lacking, you’re in a great position to recruit. You have now built a profile of
the ideal remote candidate. You’re looking for someone with a particular
set of skills. That should be the focus of your remote recruitment process.

The Hirer’s Guide to Remote Hiring | 18

Step 3.
Advertise the job
Once you’ve determined the job you’re trying to fill and the skills profile
you’re looking for, it’s time to advertise the open role. When generating
exposure for a remote role you need to be strategic about what you
include in your content, and where you should advertise the role. You’ll
also want to consider whether you should use a recruitment agency to
help line up candidates, staff referrals to spread the word, and social
media to generate exposure. In this section we’ll take you through all of
this.

The Hirer’s Guide to Remote Hiring | 19

Create a job ad
When hiring for a remote role, it’s important to create the right job
ad. Be sure to emphasize the remote nature of the role. State it
up-front, perhaps even in the job title. This immediately grabs the
attention of job-seekers, no matter where they are located. For
example,“Remote Workflow Manager”, “Remote Sales Team Lead”,
“Remote DevOps Engineer”.
Use your remote-friendly EVP and list benefits that are appealing
to remote candidates. Finally, remember to emphasize skills.
Ultimately, it doesn’t matter where your remote employee lives,
what education they have had, or what their last job was. What
matters is whether they can do the job. So, look for someone who
has the right skills for the role.

Work through this checklist to see if your job ad is up to scratch:

Does the ad include a brief but transparent description of the role?

Are the spelling and grammar correct?

Are you using short, punchy sentences?

Is your employer brand clearly communicated?

Do you list benefits that are appealing to remote workers?

Can you do things more creatively? Consider imagery, video, or audio aspects.

Have current employees provided feedback on the job ad?

The Hirer’s Guide to Remote Hiring | 20

Where to advertise
To recruit top remote talent, you need to
advertise in the right places.
Job boards
Job boards are great — if you use them
well. To hire for a remote role, you need to
ensure all geographic filters are removed
from your posting. Don’t limit yourself
to local candidates. Further, try new job
boards to attract new candidates.
• Indeed, Seek, and LinkedIn are
some of the largest international job
boards. Make use of their huge reach.
ZipRecruiter is an increasingly popular
choice too.
• Search for industry-specific job boards
in other locations. Ask interstate or
overseas colleagues which job boards
they use.
• There are job boards specifically
designed for remote work. Many
of these focus on freelance work,
but there are candidates on these
platforms looking for permanent work.
Try UpWork, WeWorkRemotely, and
NoDesk. There are others that may
be relevant to your industry or area. A
quick Google search should help.
The Hirer’s Guide to Remote Hiring | 21
Staff referrals
Don’t underestimate the influence of
your current employees. They are a great
resource for recruitment. Your employees
can give you access to a whole new
network of candidates — their peers,
industry contacts, and friends from
around the world. That’s why it’s worth
setting up a good staff referral system.
• Offer bonuses to employees who refer
a successful candidate
These bonuses should be generous
and well-publicized as employees
won’t use this system if they don’t know
about it.
• Make sure the system is easy to use
You could create a form on your
staff portal or design a simple email
template.
• Consider offering a range of incentives
If you really want to encourage
referrals, offer a small bonus for every
referred candidate who makes it to the
interview stage — and a larger bonus
for successful referrals.
• Launch the referral program officially
Hold an internal event where you can
introduce the concept and excite
employees about its potential.
• Encourage employees to think outside
the box when it comes to referrals
Remind your team that you’re looking
for candidates from a range of
locations and backgrounds.
The Hirer’s Guide to Remote Hiring | 22
Recruitment agencies Social media
Building a relationship with a global recruitment agency can be an Social media can be a great place to advertise for a remote role.
excellent way to enlarge your remote talent pool. There are several ways of doing this:

• Companies like Globalization Partners and Omnipresent 1. Create a paid ad from your business social media account
specialize in remote recruitment. Most social media platforms offer this service.

• Major recruitment agencies such as Adecco, and ManPower 2. Post directly on your company’s social media page
will all offer remote recruitment services. Distance is no barrier This will largely attract current connections and customers but
for agencies with large networks. can be a great way to spread the word.

3. Encourage employees to share the job ad on social media

Use your staff referrals program to incentivize employees to
share the open role with their networks.

4. Use social media groups

Many sectors have community-run social media pages. Search
for online communities related to your industry. These groups
can attract potential candidates from around the world.

The Hirer’s Guide to Remote Hiring | 23

Step 4.
Review your application and
assessment process
Remote roles can attract a lot of candidates — potentially more than
your current application and assessment process can handle. The
process should be efficient for you and for candidates. You don’t need to
read hundreds, or potentially thousands, of resumes. You don’t need to
conduct dozens of interviews. There is a range of digital tools that can be
a huge help for remote recruitment. You just need to think a bit differently.

The Hirer’s Guide to Remote Hiring | 24

Can you communicate with candidates more
efficiently?
Recruitment chat-bots such as TalkPush exist to
Candidate Reminder Message

Emails will be sent from no-reply@vervoe.com but candidate replies sent to your email

help you do just that. Vervoe’s in-app messaging is

Email address

Steven HQ <steven+hq@vervoe.com>

another easy way to communicate with candidates.

Email SubSect line

Reminder about your assessment Message from Vervoe HQ

Avoid long email chains — find digital tools that can

automate or simplify communication. When it comes Hi Anna,

It’s time to start your online interview for Acme as submissions close in 2 days.

to interview scheduling, Calendly is a great resource.

We’re looking forward to finding out more about you and the excellent skills you’ll bring to our Marketing Manager role.

This stage should take no more than 45 minutes to complete, just click below to get started.

Thanks in advance Annau

Reset Close Save

Can you use the power of AI to help you

process applications?
98% Top Performer
Sort

Think of the time it takes to read and respond to

1
Communication

every application. Take some of the manual work out

2
Design
96% Top Performer

of recruitment by using AI-powered tools. Tools like

3 89%
Teamwork

4 88%

Vervoe automate the application and assessment 5 83%

process. Embed a skills assessment within your job ad 6 82%

and use the power of AI to rank candidates without 7 77%

bias. Find out more about this in our Hirer’s Guide to 8 72%

Assessing Skills. 5 68%

54%

The Hirer’s Guide to Remote Hiring | 25

Do you need to do two rounds of interviews? 00:15/03:00

For many companies, it is common practice to have

two rounds of interviews. For remote roles, this is
often impractical. Scheduling and conducting two
Sort
live interviews is time-consuming. Consider using Communication

pre-recorded video interview software. In a recent Creatie inking

poll by Tanda, 47% of hiring managers said they used Digital Marketing

this kind of software to save time in the recruitment

process. Perhaps you could use a pre-recorded
interview for one round and only select the best
CS SIMULATOR CODE SHEETS VIDEO

performing candidates for a live interview.

How can you immediately narrow down your

pool of candidates?
Skills testing is the easiest way to sort through remote
candidates. Skill assessments allow you to quickly
determine which candidates have the right skills for
the job. For remote roles, this is an excellent way to
cut through hundreds of applications and find the
candidates you wish to progress.

The Hirer’s Guide to Remote Hiring | 26

Comparing the tools
Recruitment technology is booming. There are so many tools available to
help you recruit remotely. You need to find the combination of tools that
work for your brand and your process. Let’s break down some of the most
popular tools and assess their effectiveness.

The Hirer’s Guide to Remote Hiring | 27

Video calls
Efficency : Video calling software, from Zoom and Skype to Microsoft
Teams, is one of the most prevalent remote recruitment
Reliability :
tools. Many businesses simply replace face-to-face
Ethics :
interviews with video calls.

Pros Cons

Allows employers and candidates to interact Research shows that interviews can be very
directly prone to bias

Employers can replicate traditional interview

Time-consuming
questions and strategies

Relatively familiar format for candidates Difficult to schedule across time-zones

Easy to use (technology allowing) Technology issues can derail an interview

The Hirer’s Guide to Remote Hiring | 28

Pre-recorded interviews
Efficency : Pre-recorded interviews are becoming increasingly popular
and there are many ways to use them. You can determine
Reliability :
how many questions you ask and choose whether you ask
Ethics : for video or audio responses.

Pros Cons

Inflexible — only gives candidates ‘one shot’ to

Convenient for employer and candidate
impress

Can use AI technology to assess responses Does not allow for genuine two-way interaction

Subject to bias

Can be embedded directly into the job

application
Time consuming — employer has to watch
every video

The Hirer’s Guide to Remote Hiring | 29

Chat-bots
Efficency : Software such as Mya and Tars automate communication
Reliability : with candidates. You can even conduct an entire interview
via chatbot. Vervoe’s own Customer Service Simulator uses
Ethics :
a similar concept to test candidates.

Pros Cons

Impersonal — may be off-putting to

Efficient — saving time and money
candidates

Can use AI technology to assess candidate Limited to relatively short form questions and
responses responses

Simple for candidates

Questionable relevance of data. Must be set up

No need to consider time zones
very well to ensure candidate answers

Can accommodate for multiple languages

The Hirer’s Guide to Remote Hiring | 30

Psychometric testing
Efficency : Psychometric or personality testing has been around for a
Reliability : long time but is gaining some new attention in the era of
remote recruitment. If you can’t meet your candidates, surely
Ethics :
a psychometric test can help you understand them, right?

Pros Cons

Simple to use Time-consuming to complete and analyze

Plenty of software available Not predictive of on-the-job performance1

Relatively familiar to candidates Doesn’t account for learned skills

Can help with onboarding and training Irrelevant to most jobs

1. Martin, The Problem with Using Personality Tests for Hiring, Harvard Business Review, 2014

The Hirer’s Guide to Remote Hiring | 31

Skills assessments
Efficency : Skills assessments test candidates on job-specific skills and
Reliability : provide employers with insight as to their likely on-the-job
performance.
Ethics :

Pros Cons

Certain skills assessment platforms have a

A growing number of software options
poor candidate experience

Some skills assessment platforms can limit

Often easy to create and use
question types to multiple choice

Gives accurate and relevant data

Less prone to bias than other recruitment

strategies Not all skills assessment platforms have a
library of pre-made assessments hirers can use
or adapt
Scalable

If powered by AI technology, then results are

easy to understand, and action

The Hirer’s Guide to Remote Hiring | 32

Remote recruitment is a well-resourced
area. There are constantly more tools
available for HR teams and business
leaders to utilize. In your recruitment
pipeline, you may well use multiple tools.
For example, you might use a combination
of live video interviews, skills testing,
chatbot communications, and a good old-
fashioned phone call. If you invest in an
efficient and effective remote recruitment
pipeline, everyone benefits.

The Hirer’s Guide to Remote Hiring | 33

Step 5.
Decide who to hire
Now that you’ve now assessed candidates using a skills assessment it’s
time to make a hiring decision. But how do you choose the right person
for a remote role when you can’t meet them for a coffee or ask them to
come in for a trial? In this section, we’ll take you through how to narrow
down candidates and choose the right person to hire in a way that’s
remote friendly.

The Hirer’s Guide to Remote Hiring | 34

Choose someone who can actually do the job
Vervoe is powered by AI machine learning algorithms. Machine learning
technology analyzes data, compares it to other sources, and then uses this
information to learn patterns.

This makes your decision easy.

The results from your skills assessment will rank candidates in order of
performance. Performance is based on how a candidate uses the skills
assessment (time taken, number of attempts, etc) and on what their
answers are. Their performance is graded according to key metrics
relevant to the job description and measured against historical data from
thousands of other candidates in similar roles or industries. Learn more
about how our AI modeling works.

Choose someone based on merit, not bias

It’s crucial to avoid bias in hiring decisions. Skill assessments are a great
tool to help you avoid bias. Vervoe is at the forefront of recruitment AI
and is committed to best practice ethical standards. We have designed
our machine learning models to look for the right things — skills. Our AI is
‘blind’ to identifying candidate features and we do not use facial scanning.

The Hirer’s Guide to Remote Hiring | 35

Negotiate the local market
Often, securing the right candidate requires negotiation. Unlike a face-to-
face role, you could be negotiating with a remote employee who functions
in a completely different economy. It’s important to speak the right
‘language’ when it comes to negotiation. Don’t assume you understand the
cost of living and industry standards in another place. Do your research
and stay above board. Research shows that remote employees ‘will not
tolerate’ being paid less than their office counterparts.

Tell them the good news Candidate Reminder Message

Emails will be sent from no-reply@vervoe.com but candidate replies sent to your email

Consider an old-fashioned phone call, a straight-forward email, or a video Email address

Steven HQ <steven+hq@vervoe.com>

message to tell your successful candidate the good news and officially Email SubSect line

Reminder about your assessment Message from Vervoe HQ

offer them the job. Picking a direct mode of communication like these
options can help you share your excitement at the prospect of them
accepting your offer, and joining your team. And personally welcoming Hi Anna,

It’s time to start your online interview for Acme as submissions close in 2 days.

them to the team tells them that they’re not going to be forgotten as a We’re looking forward to finding out more about you and the excellent skills you’ll bring to our Marketing Manager role.

remote employee.
This stage should take no more than 45 minutes to complete, just click below to get started.

Thanks in advance Annau

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The Hirer’s Guide to Remote Hiring | 36

Step 6.
Onboard your new employee
Your recruitment process doesn’t finish when the contract is signed. If
you want to get the most out of your new remote employee, you’ll need to
onboard them well. What makes a great virtual onboarding experience?
We asked around.

The Hirer’s Guide to Remote Hiring | 37

Tips from experts like you
On their first day of work, new employees and their departments
receive meal delivery service gift cards from the company.
New employees and their departments are able to put aside 30
minutes on their calendars to have lunch together. This gives
everyone an opportunity to connect with the newest member
of their team, and it grants new employees the time and
opportunity to bond with those they will be working with directly.
Sara Bandurian
Operations Supervisor for Online Optimism
First, be clear about expectations from the get-go. Bring this up
during the interview and specifically ask about any questions on
remote work arrangements.
Be as flexible as you can. Maybe they have to be online between
certain hours. Perhaps you’re a cameras-on company at every
meeting. Whatever the restrictions are, make those clear. On the
rest, accommodate.
David Patterson-Cole
CEO, Moonchaser
Don’t sleep on checklists. First day on the job jitters are real —
for hiring managers and new employees. A simple checklist sets
expectations, establishes priorities, and provides hiring managers
with an unspoken status update. In the age of endless Slacks
and Zoom meetings, utilizing subtle asynchronous ways to
communicate can feel like a treat.
Kay-Kay Clapp
Content & Communications Manager, Appcues
Based on my good and bad experiences when moving to new jobs
I have learned the three keys elements to a good onboarding.
1. Automating as much as possible
2. Providing constant communication
3. Assigning structured tasks in the first 90 days
John Elder
Director of Operations, The Business Blocks
The Hirer’s Guide to Remote Hiring | 38
Things to consider
What tools you use
Consider the whole range of tools
at your disposal. Use them well.
Asking your new recruit to sit in
Zoom meetings for hours on end
is not an effective or appealing
onboarding experience. Use a
combination of platforms and
modes of communication.
The time it takes
Don’t waste your new
employee’s time. Establish an
efficient onboarding program,
communicate it and stick to it. At
the same time, it’s important not
to rush through onboarding and
remember to slowly transition
your employee from dependence
to independence. The process
can take from one week to one
year, depending on the company
and role.
Welcoming your new hire
Your remote employee needs to
feel like part of the team. Think
creatively about ways you can
introduce them and encourage
new working relationships.
Perhaps you could ask a few
people in your team to reach out
personally to the new recruit and
help them feel at home. Tip: avoid
‘cringy’ online team-building
exercises.
The Hirer’s Guide to Remote Hiring | 39
Step 7.
Retain your talent
After all your effort in sourcing, recruiting, and onboarding your new
remote hire, you’ll want to make sure you keep them happy and engaged
in their role. From the types of communication you use to the benefits
you can offer, in this section, we’ll help you identify the best retention
strategies for your business.

The Hirer’s Guide to Remote Hiring | 40

1. Don’t rely on emails
It can be difficult to interpret tone and meaning in emails. Relying
on emails to communicate with remote employees often leads to
miscommunication. Prioritize other forms of communication such
as video conferencing, phone calls, and even voice memos.
2. Avoid Zoom fatigue
Back-to-back meetings aren’t anyone’s favorite thing. But, for a
remote employee — meetings can be exhausting. Try not to pack
your remote employee’s day full of video meetings.
3. Provide regular and relevant feedback
Remote employees who receive regular feedback from their
managers are 3x more engaged. Remote employees often miss
out on organic feedback ‘around the watercooler’. That’s why it’s
crucial to provide regular positive feedback.
4. Balance transparency and trust
Remote employees report that they often worry about being
perceived as unproductive. Because their day-to-day work
goes unobserved, remote employees may be anxious to prove
themselves. Anxious employees are unlikely to stay long-term. A
careful management style is the way to prevent this phenomenon.
Ensure your employee knows that you trust them. Don’t
micromanage or constantly check-in. However, processes that
encourage transparency are also crucial. There are many ways of
doing this, from weekly one-to-one meetings to timesheets. The
key is to balance transparency and trust.
The Hirer’s Guide to Remote Hiring | 41
It’s difficult to get a clear picture of
retention rates among remote employees.
On one hand, some research suggests
that remote employees are 22% happier
than their office counterparts. This leads
to a 25% lower turnover rate in companies
that allow remote work. However,
other research highlights the very real
challenges that face remote employees.
Research conducted by LinkedIn shows
that communication is the number
one issue for remote employees. This
experience alienates remote employees,
decreases their job satisfaction, and may
lead to higher turnover.

The Hirer’s Guide to Remote Hiring | 42

Benefits
In creating your EVP, you will have already considered which benefits
are relevant to remote employees. Be generous with these benefits if you
want to ensure a good retention rate.

By offering the right incentives and working to overcome challenges your

remote employees face, your top talent will stick around.

The Hirer’s Guide to Remote Hiring | 43

 Finance Hours Activities

Financial planning Nine-day fortnight Online social activities

Financial rewards and bonuses Flexible hours Social activities organized in

various locations

Technology allowance

Home office allowance

Promotion Holiday

Generous annual leave allowance

Clear promotion routes Extra birthday leave
Discounts at online retailers

Meal vouchers

Service Health
Child care bonuses

Remote access to psychology Exercise and healthcare

services allowance

For more ideas, check out Appendix E.

The Hirer’s Guide to Remote Hiring | 44

Out of office;
gone global
You can expand your postcode with remote hiring. Remote employees make your business
more diverse and more productive. So much has changed to accommodate for remote
work, our hiring practices need to catch up.

Skills-based hiring gives you the confidence to hire remotely. Think through your current
recruitment pipeline and consider how you can shape it for remote hiring. From job ad
through to job offer, Vervoe is here to help you make informed remote hiring decisions.

The Hirer’s Guide to Remote Hiring | 45

Ready to go remote?
If you’re hiring for remote roles, your recruitment pipeline needs a refresh.
Remote work has changed everything, including how we hire. Are you
ready?

The Hirer’s Guide to Remote Hiring | 46

Our employer brand is universally applicable.
For assistance, turn to Appendix A.

We have access to networks, job boards, and agencies nationally and internationally.
To think more about this, check out Appendix B.

We’ve designed a job ad that targets remote candidates.

Appendix D should help with this.

Our application and assessment process is remote-friendly.

We have efficient methods of communicating with candidates.

Our onboarding process is designed for the needs of remote employees.

Refer to our remote on-boarding checklist in Appendix F.

We have policies and processes in place to ensure good communication and management of remote employees.

We’ve invested in relevant employee benefits.

See Appendix E for inspiration.

The Hirer’s Guide to Remote Hiring | 47

Appendix A:
EVP template
An Employee Value Proposition (EVP) should speak to the genuine
experience of employees, inspire their continued engagement, and,
importantly, capture the attention of candidates. Your EVP doesn’t need
to be long or complicated. Within every good EVP are three crucial
messages:
• What is your brand’s vision?
• How are employees involved in actioning that vision?
• What can your brand offer employees?

The Hirer’s Guide to Remote Hiring | 48

Here are three templates to try out. Fill in the blanks, play around with the words, and use these templates to build your
own EVP.

1. Here at

we believe/envision

Every member of our team contributes to this by

As you partner with us, you will experience

and grow as a

We want you to

Try starting with your company’s mission statement. Then, consider how employees contribute to this and what they gain from that.

The Hirer’s Guide to Remote Hiring | 49

2. Working for

is like

You will get to

and

We’re looking for people with

skills and

passions to help us

If you want to

come and join us.

This EVP template gets straight to the point. Why should someone come and work for you?

The Hirer’s Guide to Remote Hiring | 50

3. We need you because

Our aim is to

and we can’t achieve it without people like you, who

and

Work somewhere with purpose. Where you are valued for

and rewarded with

Hook readers in by asking for their help. Show candidates why they are the perfect match for your company and then
mention the benefits and rewards on offer.

The Hirer’s Guide to Remote Hiring | 51

Appendix B:
Where to advertise for remote roles
A chart to help you think through where to share your job listing to give
yourself the best chance of attracting suitable candidates. You need
to pick the right channels to spread the word from job boards to social
media and use specialized networks to generate positive word of mouth.

The Hirer’s Guide to Remote Hiring | 52

You network:
Quality recruitment
sometimes requires personal
contact and asking some of
these connections
Social Media: Recruitment agencies & job Employees:
Attract large numbers of boards: Gain global exposure Your existing talent pool
candidates by tapping into by advertising on remote
your social networks work boards and partnering
with specialist agencies

Community run Remote work

Internal Recruitment
Industry contacts forums / groups speciallity boards

Posting on Industry speciallity

Personal contacts company page agencies / boards Staff referral program

Past employees / Paid ads General international

business partners agencies / boards

Universities &
traning Institutions

The Hirer’s Guide to Remote Hiring | 53

Appendix C:
Remote skills list
When looking for the right remote employee, you should keep your eye
out for certain skills. The following list is derived from recent research
conducted by the Princeton Educational Testing Service as well as the
Flexjobs-PAIRIN analysis. Look for these skills when making remote hiring
decisions.

The Hirer’s Guide to Remote Hiring | 54

Oral communication Independence Adaptability

Able to work by themselves, addressing

Can speak clearly and appropriately to Can remain productive and stable in the
issues and making decisions without
everyone midst of change
supervision

Written communication Problem-solving skills Empathy

Can compose clear, correct, and

Can think logically and creatively to solve Able to show understanding and
appropriate emails, letters, reports,
problems compassion to others
presentations, etc.

Initiative taking Digital literacy Assertiveness

Can communicate with others, ask
questions and make decisions, without
being prompted
Proficient in basic computer skills and
Can articulate needs and expectations
able to navigate new software/hardware
confidently
quickly

Self-motivation Time management Compliance

Has internalized motivation and can

Makes good use of time in order to meet Able and willing to follow another’s
persist with tasks without external
goals and deadlines leadership and meet expectations
encouragement

The Hirer’s Guide to Remote Hiring | 55

Critical thinking Productivity

Forms judgments through objective Efficient use of time and resources to

analysis complete tasks

Influential Leadership Stress tolerance

Shows resilience under high-pressure

Can motivate others positively
situations

Originality

Creative and independent thinking

Self-Assessment

The ability to reflect on and improve one’s

own work

The Hirer’s Guide to Remote Hiring | 56

Appendix D:
Job ad template
When it comes to advertising, a good rule of thumb is: don’t assume
anything. Don’t assume that a candidate knows who your company is.
Don’t assume they already know why they should work for you. Tell them.
Your job ad must contain a few crucial pieces of information...

The Hirer’s Guide to Remote Hiring | 57


Your EVP
A job ad is a perfect chance to
use your brand new remote-
friendly EVP.
A brief description of the role
Keep it simple but accurate. You
could describe a day in the life of
your new employee or simply list
their duties.
Job ad
Job title: The specifics
Reporting to: Be sure to mention upfront
Salary: that you’re offering a remote
Hours: role. You can even put it in the
job title. It’s also important to
Location: Remote
outline working hours and any
other key details. You don’t
have to include the salary on
Why us?
offer. However, it might be
worth considering. Only 22% of
companies include their salary
range in job descriptions, which
means this can be a good way
We are looking for to stand out from the crowd.
What you will get The benefits
Refer to Appendix E and make
sure your company is offering
remote-friendly benefits.
The Hirer’s Guide to Remote Hiring | 58
Template
Company name:

Title: Remote

Type of position: Permanent Contract Casual Part-time Full-time

Hours per week: ( Are hours flexible? Mention that here. )

Salary:

Location: From your home. Our company has offices in X but we’re a global team. We want you to join, from right where you are.

Who we are: ( Insert your EVP here. See EVP templates in Appendix A )

The Hirer’s Guide to Remote Hiring | 59

Day to day, your work with us will look like: ( Insert list of duties or brief description of the role )

Who we’re looking for:

Our team comes from a diverse range of backgrounds. We’re not looking for someone who went to a particular college or was born in a
particular country. We’re looking for someone with the right skills. That person will be able to:

The Hirer’s Guide to Remote Hiring | 60

Working for us, you’ll enjoy: ( Insert list of benefits. If you need inspiration, check out Appendix E )

We’d love to hear from you: ( Insert instructions on how to apply )

The Hirer’s Guide to Remote Hiring | 61

Appendix E:
Remote Benefits checklist
78% of employees are more likely to stay with an employer if they have a
good benefits program. So, if you want to keep your remote talent, you
need to ensure your benefits are relevant for remote employees.

The Hirer’s Guide to Remote Hiring | 62

Flexible hours Generous paid parental leave

Professional development opportunities. This should Home office allowance

include access to online courses as well as financial
support for employees to pursue opportunities in their Generous annual leave allowance
local area.
Free access to local co-working spaces
Financial rewards and bonuses
Financial assistance for child care
Clear promotion routes and opportunities
Discounts at online retailers
Access to one-to-one career mentoring
Nine-day fortnight
Free financial planning services
Massage or beauty therapy discounts
Free family planning services
Extra birthday leave
Remote access to psychology services
Meal delivery vouchers
Online social activities —
try a virtual book club or happy hour Social activities organized in various locations

Technology allowance Home gym equipment

The Hirer’s Guide to Remote Hiring | 63

Exercise and healthcare allowance Museum or cinema memberships

Gym subscription — Travel allowance or holiday ‘pocket money’ bonuses

at an international or national gym franchise
Plant subscriptions or gifted indoor plants. (Greenery
Discounts on home cleaning services increases productivity)

‘No meeting days’. Choose one day a week where Zoom Paid time to volunteer for charitable causes
calls are banned. Free your employees up.

Company merchandise

Subscriptions to streaming services

Tickets to local sporting matches

‘Hobby day’ — give your employees one day off to

spend time on their side projects and passions

Remote alternatives to corporate events and end-of-

year parties; host smaller local events, pay for your
employees to have a night out, or post them a ‘party
pack’ to enjoy at home.

The Hirer’s Guide to Remote Hiring | 64

Appendix F:
Remote onboarding checklist
Onboarding can be a complex process, but it’s important to get it right.
This is especially true when it comes to remote onboarding. Follow this
checklist to ensure you’re prepared.

The Hirer’s Guide to Remote Hiring | 65

Values and history Is there a team member who can welcome Yes No
your new hire to the team will a virtual coffee?
When onboarding a new employee, you want to give them some
insight into your company. What kind of business are they stepping
into? For a remote employee, you need to think creatively about
Name: Role: Time zone:
how to impart this information in a way that is engaging and even
inspiring.

Do you have:
Videos or presentations about your company’s Yes No
history and values

Video /presentation name:

The Hirer’s Guide to Remote Hiring | 66

Policies and Procedures
Often, onboarding begins with the technical stuff. You have
paperwork to go through and policies to communicate. There are
documents to sign and sometimes training to complete. Ensure
you make this process as seamless and engaging as possible for
your remote employee.

Can you use a variety of platforms and Yes No Does your new employee understand how Yes No
modes of communication? and when to complete all onboarding tasks?

Is the information presented in such a Yes No Is there online support available for your Yes No
way that engages remote employees employee as they complete these tasks?
from a range of cultures and language
backgrounds?
Do they know how to access this support? Yes No

Have you made sure your employee gets Yes No

enough breaks during onboarding sessions? Are soft copies of all your policies and Yes No
procedures available to your remote
employee?
Have you made sure all onboarding work can Yes No
be completed within assigned working hours?

The Hirer’s Guide to Remote Hiring | 67

Tools
Your new remote employee might need to learn how to use new
tools. Your goal is to help employees feel confident to use their new
skills independently.

Do you know which tools (software and Yes No Have you given your new employee a chance Yes No
hardware) your employee is unfamiliar or to ask any questions?
inexperienced with?

Does your employee understand where, Yes No

Does your employee have access to all the Yes No when, and how to access IT support?
tools they need?

Have you made sure your employee’s home Yes No

Does your onboarding content include explicit Yes No office environment is appropriately set up?
instructions about how to use tools that your
new employee may not be familiar with?

Do you have documents or explanatory Yes No

videos to accompany each tool?

The Hirer’s Guide to Remote Hiring | 68

Duties
Onboarding is a chance for your employee to learn what their day-
to-day work will look like. Make sure your remote employee has all
the information and support they need.

Is your employee aware of what their Yes No Are there any projects your new employee is Yes No
responsibilities are, on a daily, weekly, inheriting?
monthly, and annual basis?

Is there enough time for proper handover? Yes No

Does your employee understand their KPIs Yes No
and other goals?
Has your employee been properly briefed Yes No
about current goals, projects, and problems?
Does your employee understand their role in
Yes No
the larger organizational structure?
Has your employee been encouraged to ask Yes No
questions and seek advice from colleagues?
Does your employee understand who they
Yes No
report to? Have they had the chance to meet
them virtually? Does your employee have access to a
Yes No
company calendar or a list of important
dates/deadlines?
Does your employee have access to all
Yes No
documents and projects — current and
historical?

The Hirer’s Guide to Remote Hiring | 69

Social
Don’t underestimate how important the social aspect of
onboarding is, especially for a remote employee. It is crucial to
provide remote employees with opportunities to connect with their
new colleagues in meaningful ways.

Does your employee understand the structure Yes No Have you created as many opportunities Yes No
of your organization and their team? as possible for genuine conversation and
connection during the remote onboarding
process?
Has your employee had the chance to Yes No
interact informally with their team? Organize
a virtual social activity. Does your employee understand who is Yes No
available to support them?

Has your employee had sufficient one-to-one

Yes No
time with their direct manager? Have you established good management Yes No
practices within your team, appropriate to
remote work?
Have you given your employee background Yes No
about their team, like when it formed, and the
responsibilities of their teammates? Have you provided training about remote Yes No
management?

Is there anyone from your organization

Yes No
located nearby your new employee?

The Hirer’s Guide to Remote Hiring | 70

See Vervoe in action
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