5-Step Remote Hiring Funnel: A Decade of Experience
Let's dive into the art of remote hiring with a proven, effective funnel, exploring the philosophy of 'hire slow, fire fast' and detailing a 5-step process honed from a decade of experience.
Happy Saturday, Remote Leader 👋
In today's issue, I’d like to share The Definitive Remote Hiring Funnel.
It's a blend of wisdom, strategy, and technology. All rolled into one effective process.
The Philosophy of 'Hire Slow, Fire Fast'
Before diving into the funnel, consider a critical philosophy: "Hire slow, fire fast." This mantra emphasizes the importance of a meticulous hiring process to ensure cultural and skill fit and the need for swift action if an employee doesn't align with the company's goals or culture.
To hire slowly means to hire with intention, not reaction.
When you have a job to fill, you shouldn’t replace the last employee who held the position or pull up an old job description template. Get clear on what your needs and expectations are. Write a clear job description and define the skills and attributes required for long-term success, not just the immediate issues.
The 5-Step Effective Remote Hiring Funnel: A Decade of Experience
1) Effective Job Posting
The journey begins with a well-crafted job post. It should provide an in-depth company overview, clear role expectations, salary range, and real task examples, including tools and technologies used.
2) Initial Screening: Form + TestGorilla
This stage involves a form to check basic requirements like language proficiency and availability. Accompanied by a TestGorilla assessment (a comprehensive tool for evaluating candidates' skills and personality) and a short video submission for a first impression of the candidate's communication skills and empathy.
3) First HR Interview
Post-form review, an HR interview ensues. It's to ensure the authenticity of initial information and to pose basic technical questions, usually prepared by the hiring manager.
4) Technical Interview
This step is conducted by the future team leader, which is crucial for assessing whether the candidate is the right fit for the position, technically and culturally.
5) Final Review with a Decision-Maker
Involves a C-level executive or the team leader. They review the candidate's profile for final validation, sometimes leading to an additional interview to confirm the team leader's recommendation.
Don’t ignore the Gut Feeling
Lastly, never underestimate the power of gut feeling. It might be worth leaping if you have doubts but a positive instinct about a candidate. After all, sometimes, the best decisions blend intuition and information.
Wrapping Up
There you have it - a decade of experience distilled into a streamlined remote hiring funnel. Each step ensures that only the best and most fitting candidates join your remote team.
Stay tuned for more insights and tips on thriving in remote work ✌️
That's all for this Saturday.
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I wish you a great weekend!
Gabriele