Mastering the art of remote recruitment: Pros & Cons

Magnus HR
4 min readFeb 12, 2024

4–5 years ago, I can barely recall how we hired people online. Nowadays, remote hiring has become super common. It’s like a phoenix rising from the ashes- it went from something unusual to normal. A few years back, we couldn’t have imagined that doing job interviews online would become one of our favorite ways to do things.

The COVID-19 pandemic sped up this change and pushed businesses around the globe to embrace remote work setups. Amidst this evolution, many companies succeeded by offering diverse services and platforms tailored to assist us; recruiters and HR professionals in efficiently carrying out and coordinating remote hiring processes. And those platforms are used now by giant companies like Microsoft, Walmart, and Nissan.

Some statistics by “Association of MBAs”:

As remote interviewing has become increasingly common, it’s important to approach it with the same level of professionalism and preparation as an in-person interview. So, here we will discuss the pros and cons of remote interviewing/hiring.


1. Remote interview gives accessibility
In the digital world, geographical limitations disappear. Virtual interviews break down the boundaries of conventional hiring, enabling us to extend our reach globally and connect with a diverse talent pool. This increased accessibility promotes diversity and inclusiveness, providing opportunities for candidates who might have been overlooked due to distance.

Drawing from personal experience, I find that remote hiring not only serves the company well but also provides a fascinating journey for the recruiter. Engaging in the process of recruiting remotely allows you to interact with individuals of diverse cultures and nationalities from around the globe. Additionally, remote interviews prove to be a valuable resource for individuals with physical disabilities.

2. Remote recruitment saves time
In this scenario, time is saved through the ability to conduct the entire process online. This includes administering initial assessment tests, conducting HR and professional interviews, and extending job offers, which you can organize through several digital platforms.

I really like doing online interviews. You can set up 3 in a row and start or finish the whole meeting with just one click! What I love about online interviews is being able to chat with candidates when they’re on vacation. People are usually relaxed, happy, open, and honest during their break — less formal and more friendly.

The other thing that I admire is — If your candidate agrees to have the interview recorded, you can simply share the recording with other hiring managers instead of sending them lengthy texts about the candidate.

3. Reduced costs
We possess the flexibility to hire employees from countries with lower labor costs than those in the United States, Europe, and certain Asian nations, where salaries are typically higher. This will reduce not only the “cost of hire” as well as the “time to hire” recruitment metric, and we can tap into an extensive pool of readily available candidates.


1. Challenges in assessing candidate fit

The process of remote recruitment sometimes poses challenges in accurately evaluating a candidate’s match for a role, including assessing their cultural fit within the company.

In-person interviews and face-to-face interactions offer us a more precise evaluation of a candidate’s skills and abilities, fostering the establishment of stronger relationships between candidates and companies.

2. Dependence on technology

Remote recruitment is susceptible to technical challenges, such as issues with internet connectivity, unreliable video conferencing software, and other technical glitches that can impede the smooth progress of the recruitment process. Therefore, in face-to-face interviews, none of the previously mentioned issues arise.

3. The onboarding of the new hire

Employee remote onboarding might provide several difficulties. For example, new workers may face substantial challenges navigating a new work environment, learning unfamiliar tools, and missing in-person meetings with colleagues:

  • Sense of isolation: Employees working remotely miss out on the daily office exchanges and interactions with their peers. This may result in a sense of isolation and disconnection from the company’s culture and professional spirit.
  • Sense of “partially onboarded employee”: In the initial phase of company onboarding, new employees frequently encounter a huge volume of information. Despite the essential nature of training and paperwork, remote hires may feel overwhelmed without a well-structured system to navigate them through the processes. This can lead to information not being thoroughly understood or “digested”, resulting in a sense of incompleteness.
  • Lack of clearly defined channels of communication: Asking for inquiries of coworkers they don’t know well or haven’t had the opportunity to meet in person may make new hires nervous. It’s not the same as pinging a distant coworker and waiting for a response as it is to approach their desk and request immediate assistance. It takes new hires longer to find out who to ask for assistance and who could be more willing to help them out.

To sum up, recruiters who want to attract top talent and build a diverse and inclusive talent pool will find that remote recruitment is a useful tool. Equipped with a comprehensive understanding of the advantages and challenges linked to remote hiring, we can make informed choices about our hiring tactics, guaranteeing success in the ever-changing workplace environment.

I’m eager to know your viewpoint. Kindly express your preference by commenting below.

Ashkhen from Magnus



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