Remote Hiring in Specific Industries: Insights & Strategies for Different Sectors

Remote Hiring in Specific Industries: Insights and Strategies for Different Sectors

• Attract the right candidates


• Reduce hiring biases


• Conduct successful remote interviews


• Measure success and ROI with the right remote hiring metrics

• Competitive compensation packages. Technology provides some of the highest-paying remote jobs on the planet. Know what your in-demand candidates are worth, then give them more to sweeten the deal.


• Health and wellness support. Employers that provide the best company benefits are most attractive to job seekers in remote tech roles. They especially value health and wellness perks to counteract the effects of sitting behind a computer all day.


• New equipment and an advanced tech stack. Give employees access to cutting-edge technology and the latest tools so they can work efficiently and effectively.


• Professional development opportunities. Technology constantly evolves, so your company must invest in its employees’ desires to keep learning. Mention your commitment to upskilling and reskilling in your job ads.


• A results-oriented work culture. Focus on results rather than strict working hours to inspire remote tech professionals to deliver high-quality output on their terms.

• Use blind recruitment tools. Masking personally identifiable information from job search documents like resumes and applications increases the chances of underrepresented applicants getting hired.


• Let coding tests speak for experience. Forgo the formal training or university degree requirement and have each applicant take a skills-based assessment. This opens the door for talented self-taught candidates with the real-world chops you’re looking for.


• Schedule collaborative, freelance assessments. Want to see how candidates work with your team? Leverage remote workers on a per-project basis for tasks like software updates or new website pages. This short-term trial window will give you a better idea of their performance before hiring them full-time.

• Flexible work. Hybrid work models, flexible scheduling, and four-day work weeks significantly improve the employee experience in a typically overworked industry.


• Mental health support. Healthcare workers are especially susceptible to burnout, so having employer-sponsored therapy, meditation services, and mental health days makes a huge difference.


• Employee recognition perks. Set up a perks and rewards system to recognize employees who go above and beyond. Bonuses can include anything from gift cards to extra time off.

• Optimize your ATS for remote work. Prioritize applicants with telehealth technology experience and those who list the top skills for remote work in their job search documents, as they can be easily trained on your proprietary software.


• Put soft skills at the top of your list. It takes more emotional intelligence and “people skills” to virtually build rapport with patients. Applicants who highlight empathy, patience, compassion, etc., should be interviewed first. Incorporate behavioral-based interview questions to gauge their ability to connect with others remotely.


• Implement virtual simulations and remote patient interaction assessments. Use your virtual interview process to evaluate candidates' problem-solving abilities and their approach to handling healthcare scenarios remotely.

• Build a strong remote company culture. Sales and marketing professionals seek employers with a positive reputation in their industry. A reputable company enhances their credibility as salespeople and makes it easier for them to acquire leads, convert subscribers, gain customers, and more.


• Offer incentives and performance-based bonuses. Commission-based pay structures or bonuses tied to outcomes may incentivize remote sales and marketing professionals to take their expertise to the next level for your company.


• Help employees grow while working from home. Employers who empower their team to keep picking up new skills become attractive workplaces and retain talent that’s always at the top of their game.


• Invest in marketing and sales enablement resources. Employers who invest in sales enablement tools, marketing resources, and lead generation support give their crew a leg up to perform their roles more effectively.

• Use virtual interviews for mock sales pitches. You’ll be able to see each candidate’s virtual communication skills and their ability to engage, persuade, and build relationships remotely.


• Check out their portfolios and work samples. These will showcase candidates’ previous marketing campaigns, content creations, etc. You’ll gain insights into their creativity, expertise, and customer-first thinking.

• Provide home office equipment, software, tools, and other resources. Companies that give their teams the latest hardware and software to do their jobs efficiently will be rewarded with a slew of applicants and stellar employee performance.


• Invest in ongoing development and support career growth. Offer employees learning opportunities and professional development to stay one step ahead of the curve. Your team will consistently deliver first-to-market products.


• Commitment to employee well-being. Working on tight deadlines to meet product launches can take a toll on your employees’ wellness. Perks like gym memberships, meal delivery kits, childcare/eldercare stipends, and more prove that you value your team’s dedication and hard work.

• Prioritize strong portfolios and shipped product experience. Gather an assessment panel to evaluate each candidate’s skill set. Whether scoping out UI/UX abilities or project management timelines, your team will know who has the goods to perform in the role.


• Use collaborative freelance assignments. Remote collaboration is vital in product, as so many departments work together to launch a finished deliverable. Set up contract freelance work for your top candidates to gauge their ability to collaborate and communicate with your team effectively before committing to full-time employment.

• Show off your company culture. Customer support representatives and customer service agents are the face of your business. But they can only provide the best service if they feel aligned with your company culture.


• Invest in your candidate experience. Your candidate experience encompasses everything from your job ad and application process to your interviews. It’s the first glimpse applicants have of how you treat your people.


• Be open to hiring overseas employees. Prioritize multilingual candidates and those who work in various time zones to support a broader range of customers.

• Utilize role-playing scenarios during virtual interviews. Use case studies as examples to assess how candidates may handle various and potentially challenging customer interactions. Focus less on whether their answers are correct (you can fix this during training) and more on whether they can maintain composure and calmly provide solutions.


• Test technical proficiency for support roles. If you require familiarity with specific software or tools, assess candidates’ technical skills to ensure they can navigate the necessary platforms or at least need minimal training to get up to speed.