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Fidelity Business Blog: Post

Remote Recruiting Mistakes You Should Steer Clear Of

  • Posted June 15, 2021

As a small business owner, hiring the right talent is imperative. Meeting face-to-face during the interview process can help you determine if they'll fit in the position and your company. But what happens if that first meeting has to be done virtually? Don't worry, remote recruiting has the potential to help narrow the search where you're meeting with only the most fitting candidates. Avoid making the following mistakes to optimize your remote recruiting search.

Not Using A Targeted Approach
Post your job opening online so that people are aware that there's a position available. If you're not using a targeted approach, you may miss out on finding the right candidate. Promote the opening on your website, newsletter, and social media channels as each of these has built-in followers who may already know about your business. More importantly, even if they're not interested in the position themselves, they may know someone who's looking.

Research your local Chamber of Commerce, civic organizations, churches and government offices. They may allow you to post the open position on their websites, providing a chance to remain local in your search.

If you don't have to stay local, consider using aggregate websites such as Indeed, Monster, LinkedIn and Glassdoor. You may get to post the job for free on some sites. Although you're competing with other businesses, these websites could have a large number of potential candidates. Additionally, you'll be able to search for potential applicants as well.

No matter how you post the position, don't forget about the content of the job posting itself. Not just a job description, it also involves sales. Sell the opening – give them a reason to apply. Maybe the position allows remote working or flexible start times. Check out this resource from Betterteam for helpful tips and templates in writing a job post.

Failing to Screen Potential Applicants Remotely
Not just about selecting the right applicants, recruiting also means screening out those who aren't qualified for the position. Through this process of deselection, you'll be able to zero in on the ones who show promise. There are a few ways you can do that virtually.

With the help of screener questions, a feature many job websites have, you'll be able to have applicants answer them as part of the recruitment process. Essentially, these will confirm whether the applicant meets the necessary requirements for the position, for example, training or experience.

You may also choose to screen by phone. It takes a little more time, but the trade-off is you'll have an opportunity to ask follow-up questions to gather more information. For help in coming up with questions to ask, take a look at this list.

Not Taking Advantage of Video Interviews
If you're not including video interviews in your remote recruiting process, you're missing out. Besides enabling a more in-depth conversation, you're able to take advantage of non-verbal communications. The good news is there are several free platforms. This review of six top video conferencing platforms may help you choose the right one for your business.

Slow Internet Speed
If there's constant buffering due to a slow internet connection, you may not be able to focus on the interview with a potential candidate. To conduct a video interview, a high-speed internet connection is a must-have. Determining the optimal speed is dependent upon the number of participants in the video, whether you'll be sharing your screen, and the audio format you select. For example, Zoom recommends bandwidths of 1-3 Mbps. Check your current speed here.

Lack of Email Invitation
If an email invitation is not part of your process, it could cost you a successful video interview experience. An invitation should confirm information such as time/place, a link to join the video along with any accompanying requirements, expected length, and reminders. You may also set the stage by identifying the discussion topics. This template may help you get started.

Through virtual recruiting, you're able to promote job openings, screen potential applicants and interview promising candidates without doing so face-to-face. As we all find ways to do things differently, remote recruiting is another tactic to use to find the best candidates.

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