Useful tools for recruiting online personnel

recruiting personnelInternet work no longer plays second fiddle to onsite work thanks to the ever increasing number of tools that you can rely on during recruitment and the wide range of professionals at your disposal. Recruitment and hiring adequate virtual personnel will be key to your company’s success.

Technical Tools

Certain technical tools are needed in online recruitinment and they  always make the whole process easier, here are some examples:

  • Virtual Search Engines: Availing virtual professionals and workers with an array of characteristics (multicultured, speaking different languages, from different time zones, of different ages, of different professions, etc.) Some virtual search engines include Upwork, Freelancer, Guru, PeoplePerHour. Hiring professionals who are already on these platforms have the advantage of being able to check their reviews.
    • If you are specifically looking for translators, we recommend Zingword. On this site, you can hire translators, see their reviews, profiles and assign jobs to them.
  • HRM: which ease the recruitment process and allow you to database candidates for different projects. Some examples are: Qandidate, Jobsoid, Fitzii, SmartRecruiters, OrangeHRM or SageHRMS.
  • Virtual Psychological Tests: with platforms that offer aptitude tests, personality, analysis and abstract reasoning tests, and other wide array of tests to help enhance the recruitment process.
  • Virtual communication: always use video conferencing for your online interviews and you will learn a lot about the candidate. You will be able to read his/her body language and also learn about their degree of professionalism based on their background during the call. Your team members need a place where they can concentrate. If your interviewee cannot find a quiet place to take the interview, it is more than likely that they won’t find it when it comes to work also.
  • Virtual agendas: allow for better organization of time and virtual interview scheduling, with reminders and other useful options. For those  who are in love with
  • Planner with Time Zones: allow you to see the current time in all countries and geographic locations, making it easier to schedule virtual gatherings and interviews including time and date.

Searching for Online Workers

Ways to go about the process of searching for online workers include:

  1. Publishing the offer on virtual employment platforms where candidates can apply and send their information.
  2. Search virtual employment databases for professionals that meet the profile characteristics you need.
  3. Review your company's database if it contains workers that have collaborated previously with the company and gave a good performance.
  4. Review your company's current virtual team, there might be people with available hours to work on the project.

Content for Online Interviews

  • Semi-Structured Interview: Conduct a semi-structured interview for your recruitment process, which entails making a script with guiding questions to give the encounter direction, while at the same time leaving you room to vary your questions and order.
  • Scheduling Gatherings: Plan the group or individual interviews or gatherings (as the case may be) in a orderly fashion, and at a time convenient for everyone. Leave a space of at least 30 minutes between each interview to avoid the interviews overlapping each other. Punctuality is advised in all encounters, this reflects professionalism on the part of the company.
  • Logistics: Review and make ready all necessary communication tools for the encounter. Internet connection, sound, microphone, speakers, camera and any other tools you plan to use should be in excellent working order for the session. If you plan to give any kind of test in the same way, make sure everything is ready and working properly.
    • Tip: if at the beginning of the interview the candidate says that they cannot turn on the camera, reschedule the meeting so you can be able to see the candidate.
  • Adequate Space: Conduct the interview in a preferable quiet place to avoid interruptions of any kind. Look for the same attributes in the candidate’s place.
  • Attitude: The interviewer should keep a proactive and positive attitude throughout the process, particularly in virtual recruitment interviews. This will be the first impression candidates have of the company. Make sure the candidate has all the 4 traits that online personnel should have: autonomy, self-motivation, good communication skills, and relation with the company’s purpose.


Read 7833 times

This website uses cookies to enable certain functions and to improve your user experience. By continuing to browse the site you are agreeing to our use of cookies.