One of the most important aspects of running a successful company is hiring talented employees. It is true even when your company operates remotely and employs remote workers. Remote workers can be more cost-effective than those who work in-office, as they don’t require expensive office space or transportation costs to get to their workplace. And you can hire them from anywhere worldwide!
However, it’s still essential for employers to follow best practices for recruiting and retaining these valuable team members. Read on to know what they are.
First things first. Evaluate your current team to determine what would be the best fit for remote work
It may seem obvious, but it’s important to remember that not every worker is cut out for remote employment. The first step you should take before hiring a remotely-based worker is to assess your current employees.
Look at each of their roles and determine if their skills would translate well to the remote environment. You want to make sure that whoever you bring on will be an asset to your company, so don’t settle for someone who may not perform well.
Before hiring, you should consider how much experience or education they have in their field, as well as any certifications
It’s also important to consider the candidates’ qualifications when hiring remotely. You want to choose employees who are skilled enough in their field to be productive right away instead of taking time to train them up. If you hire someone with more education or years of experience, they’ll likely perform better than someone who isn’t as qualified.
There is often an assumption that hiring people with more experience and education will always lead to better performance. It isn’t true, especially when considering remote employment. It takes time for any employee to get used to the remote environment and find ways to be as productive as possible while working from home or another location.
Someone who doesn’t have much experience or a degree may be a better choice for a remote job, as they’ll have more of an open mindset and won’t expect the traditional office environment. This can work especially well if you have an individual contributor or lower-level position available that doesn’t require much experience anyway.
Choose someone who has excellent communication skills
You want to make sure you choose someone who will communicate well with your existing, in-office staff. There are many tools that remote workers can use to communicate effectively with their colleagues (like Slack and Skype).
When hiring, you should consider how well the candidate will write and speak to ensure they can easily convey their ideas over email or a video call. It is a trait that’s especially useful for managers and supervisors who oversee a remote workforce.
Recruit individuals who are self-motivated and will be able to work well independently
A remote worker who needs constant supervision won’t be effective, as they likely can’t accomplish much without an in-office manager watching over them. You’ll save time in the long run by choosing someone who is self-motivated and can work independently without having to check in with you all the time.
Screen potential applicants by asking them to complete a test task related to the position they’re applying for before hiring them
It is an excellent way to ensure the hiring candidate has the skills and competency to perform well. It’s beneficial for individuals with previous job experience, as it can be difficult to gauge their skill level based on their resume alone. A test task will give you a better idea of how they’ll do in their new role before you decide to offer them a full-time position.
Because you want to hire qualified people, the practice task will help you better assess them based on their experience. It also helps ensure they’re interested in the position before offering it to them, which can save both time and money if they don’t end up accepting. You can ask them to complete anything related to their job, like writing a blog post or planning an event.
Be sure to make the candidate feel like they’re your top priority when working out any details, such as payment and work schedule
It’s important to make the remote worker feel like you care about them before hiring them once they begin their position with you. You should avoid making any assumptions and be sure to get their input on anything that concerns them. If you offer a position but neglect to mention the details (like work schedule or payment), it can make them feel like they aren’t valued, which isn’t how you want your potential employees to feel.
Provide training for your new hires regarding your company’s safety procedures and policies
You can do this by creating a training program that they will take in your office or remotely. It is important to include when hiring, as safety should always come first, and you don’t want any accidents to occur. It also makes sure everyone at the company understands how things should be handled in case of an emergency.
Employees in a traditional office environment usually work closely, which means everyone knows what’s expected of them. A remote worker may not be familiar with the procedures and policies you have in place at your company, which can put their safety and well-being at risk.
Familiarity with your company’s safety procedures can help individuals feel like they’re a valuable part of your company. They will know they can call on you or their co-workers in case of an emergency, which makes them feel more confident about their position and increases the chances that they’ll stay with you long-term.
The best practices for hiring remote employees are investing time in the interview process, getting references that can vouch for their work ethic and skillset, and making sure you have a clear outline of your expectations before they start. It may take some trial-and-error to find someone who’s an ideal fit, but these tips should help you land on the right person.