Hiring remote staff can be different from hiring in-house employees. Therefore, you must be ready for anything involving recruiting great candidates for remote hires, and avoid these seven common mistakes in preparing your business for remote recruitment.
Remote work can be attractive to some, due to the flexibility and convenience it has to offer. In turn, various companies are offering remote positions. But there are some real differences in the hiring process.
“It’s imperative to know that a remote-candidate interview isn’t the same as that of an in-house employee,” says Grace Lade, a business writer at Essay Roo and State of writing. “Therefore, as the hiring manager, you need to tailor the interview questions that are specific to remote work, and those which will help you understand the candidate’s work habits.”
If you don’t meet your remote hire face-to-face, then you’ll cause a disconnect between you and your candidate. However, if it’s not possible to meet your candidate in person, then conducting an interview via Zoom, Google Hangouts, etc. may be a good solution.
Though, meeting someone in person (for real) is better than video, because it’s easier for you to read body language and see reactions to questions clearly and physically in front of you than seeing them through a computer screen. But again, if it’s not possible to meet him or her, due to time and location, then use video conferencing as your last resort.
Although soft skills aren’t as on-demand as technical skills are, that doesn’t mean that you should overlook soft skills. Soft skills pertain to communication ability, time management, language skills, teamwork traits, cognitive and or emotional empathy, etc. To ensure that the candidate has both technical and soft skills, you can conduct a skill-based test to measure each skill.
Training is crucial for all employees; and that should be taken into consideration when it comes to your remote workforce. New hires may not be familiar with remote tools used for virtual team productivity. When you hire remote staff, you need to train and test them for the job, so that you can measure their strengths and weaknesses. This allows remote staff to see how your company works, and what the expectations are for the job. Whether you offer training sessions online or in-person, it’s important to know that training is an on-going process for everyone involved.
Like all employees, remote workers have their own set of skills. Therefore, you need to understand their skillset when interviewing remote workers by asking the right questions.
In addition, remote workers will need to demonstrate their skills and be able to conform to your rules and standards. Although the lack of previous remote work is a red flag when considering a candidate, it shouldn’t be ruled out completely if you see something else that might make them a valuable pick.
Past experiences speak volumes, when interviewing remote candidates. Although experience of remote working may not be necessary with some companies, it can be extremely beneficial to hire someone who knows what they’re doing and how to meet expectations. You can even learn how candidates are able to handle any workload with little to no supervision.
Leading remote employees is different. “Communication with your remote staff is essential,” says Tayla Bingle, an HR manager at OX Essays and Paper fellows. “All remote workers need to know about company resources, online tools, and services that they can use. Whether it’s about project timelines, introducing people to each other, or letting them know what messaging system they can use on a regular and emergency basis, don’t be afraid to communicate all this to all your employees, including remote staff.”
Not only will hiring remote employees will be a compelling solution for any business to increase their talent pool, but it can also take them through a global pool of expertise. In addition, it opens up opportunities for running a business open 24/7, and saving money in the process.
Therefore, it’s important to have effective interviewing processes and relevant training for remote hires. Also, remember to look at not just technical skills, but also the soft skills that remote candidates will offer to make remote a success.
Finally, make sure that there is constant communication between you and your remote workers – treat them as you would your in-house workers, so that they don’t feel left out. With great qualities, and plenty of training, your remote workers will deliver great results for your company.
Kristin Herman is a writer and editor at Academized and PhD Writers. She writes tech articles for online publications, such as Do my assignment. As a tech enthusiast, she blogs about the latest trends in technology and social media. And, as a project manager, she has overseen many writing projects throughout the country.