So you’re looking to hire, and you want to hire globally. You may need help. Luckily, TRUSS has the experience, and we recently had the opportunity to sit down with our lead recruiter Kate Junina to talk about our best practices for global remote hiring.
What Does the Recruiting Process Look Like for TRUSS?
First, we have to develop a clear picture of who our client needs, then the fun process of sourcing candidates begins. We use many platforms and constantly search to ensure that we aren’t missing out on the best employees for our clients.
When we reach out to any candidates we provide them with the juicy details of your project and try to catch their attention. If all goes well, we’ll begin the hiring process with an HR screening. This screening ensures that the candidate is interested and that they have all the relevant skills they need and that you are interested in.
What Do We Commonly Look For in a Candidate?
We tend to look for self-organization and self-sufficiency first. It is important that remote candidates know how to balance their own time and work effectively without micromanagement. Our clients are also looking for candidates with the desire to learn quickly, the ability to work autonomously, and who will be reliable team members. It’s nearly the same requirements as they would be if they were hiring in the states.
Additionally, candidates are often looking for a few things from us. Luckily, we attract many candidates with our remote work model as the desire to work remotely has only continued to grow in recent years. At the same time, they want to be able to work with foreign companies while still staying in their home country. In short, we’re the perfect fit.
Read More: Top 5 Benefits Asked For by Remote Employees
Common Questions that TRUSS Uses for Screening
Curious about our HR screening? Here are a few of the questions that we ask:
- What was your latest most difficult task and what steps did you take to cope with it?
- What do you do when you lack information to cope with a task?
- Are you effective at working autonomously? Why?
- Could you describe your general work day?
- Do you prefer working on your own or in a team? Why?
- Tell us about your latest conflict. How was it solved?
Involving the Client
That last step goes back to our client. We will provide our client with all the details, resume, and results of the screening for a candidate and if they are interested further, they can set up a formal review with the candidate. We are like matchmakers, and we cross borders to find the best match.
“I love the feeling that there are no boundaries. People can be united over one idea, no matter where they are or what their native language is. It is so easy to reach out and find a wonderfully talented person so far away and, at the same time, right at your fingertips. It is a great reminder that the world is actually a much cozier place than it sometimes seems.”Kate Junina, TRUSS Lead Recruiter
Does TRUSS Coordinate with Hiring Managers?
We highly appreciate the opportunity to collaborate with hiring managers. Direct feedback from them helps us to react quickly and adjust our searching process. We are also eager to provide up-to-date information on the current state of the market, discuss difficulties if there are any, and suggest possible options to improve the process.
What Are the Challenges to Global Remote Hiring?
The language barrier is often the largest perceived problem, and though that may always exist to some extent, many of our candidates speak English fluently. There will always be an adjustment for both employee and employer but as long as both are willing to overcome that barrier, it’s really only a minor obstacle.
Read More: Our Co-Founder’s Perspective on Global Remote Hiring
Recently, many of our candidates have sought relocation as part of the hiring process, this has sometimes been a challenge for both the candidate and the company. Luckily, TRUSS has smoothed out the relocation process for candidates. On the whole, global hiring is an opportunity rather than a challenge.
Is TRUSS Experiencing the Effects of the Talent Shortage?
Just like in the U.S., the amount of open positions is higher than the number of candidates who are looking for jobs. However, it is still far easier to find a candidate in the global market than at home, especially in tech. Even so, we do our best to communicate with those who are not actively searching, find what motivates them, and get them interested. We also build long-term relationships with candidates and react rapidly if their employment status changes.
Contact Us If You Need Help Building Your Global Remote Team