Remote work has been on the rise even before the pandemic. For many businesses in the tech and digital industry, working from home is not an entirely new concept. But as more companies adjust to the "new normal,” hiring remote workers may not be as easy as it looks or sounds.
In addition, the opportunity to headhunt global talents could make it more challenging. If you want to be more successful in your future hires, take heed of the following essential tips when you’re hiring remote workers:
This is the first step in hiring a new team member, whether you’re hiring an in-office worker or a remote staff. Setting the standard for the basic skills and knowledge your ideal candidate must possess makes the hiring process easier because you can easily vet the ones with the most potential from the ones who don’t.
Aside from setting the required credentials and experience, consider \non-negotiable skills and traits and the flexible ones. For instance, if your company is using specific apps and software, your ideal applicant should have experience using those digital tools.
Like in-office employees, remote workers must have basic skills and qualifications to excel at their jobs. Emphasis should be given to communication and collaboration skills, as well as impeccable time management and self-discipline in order to thrive in a remote working setup.
Draft interview questions that allow you to appraise an applicant’s skills in these areas. For sensitive positions, you may need to ask for references, such as the applicant’s previous employer or supervisor.
Interviewing applicants will help get you more insights into their personality, cultural background, and values. These elements are crucial because they will help you assess if whether or not the applicant fits the position and culture of the company.
Moreover, this gives the candidate a chance to clarify some points about the employment. For instance, the prospect can ask questions about the position or terms, giving you an initial impression about his or her motivations and interests.
Being in a remote setup, however, job interviews must now also be done online. Fortunately, there are various online communication tools that would allow face-to-face conversations in real-time. Just make sure to set a schedule that is agreeable for the applicant and interviewer, especially if your company is hiring someone from the other side of the world.
After choosing your top applicant, offer a paid test or a training period before asking the applicant to sign a contract. This period, when hiring remote workers, should allow companies to determine once and for all whether their hiring process is efficient or if it needs a few tweaks.
The probationary period should allow companies to assess the newcomer’s soft and hard skills—how fast they can learn, how they’re able to solve problems, and how proficient they are in using required software tools.
As you won’t have the opportunity to meet your new employee face to face, all your onboarding processes should be automated. An onboarding software is your best friend, allowing both parties to conduct seamless communication despite the distance and time difference.
The onboarding process is critical in that it’s the first opportunity for the new staff and the company to establish a hopefully long-term relationship. It’s also important for companies to show the newcomer that he or she has someone to rely on for any question or assistance at this stage.
Whether recruiting an in-office employee or a remote worker, it’s tough for companies to identify the best candidate with precision right away. Some candidates look good on paper but may not be a good fit in terms of the company values and culture. That being said, a successful hiring process should include opportunities to appraise your applicants past their skills and experience.