Adding remote employees to your team can be an excellent idea, particularly if you are battling against skill gaps or a relatively drained talent pool in your local area. However, when you are looking to increase your remote workforce, you can’t necessarily rely on the same recruitment and hiring mechanisms as you use for your in-house staff.
Recruiting and hiring remote employees does not have to be a challenging endeavor, though it does require specific tools and an appropriate mindset. If you are ready to embrace a remote workforce, here’s how to get started.
Look Beyond Technical Skills
Every position requires specific technical skills based on the tasks that will be assigned. But, when you are hiring remote employees, you also need to seek out certain characteristics that indicate a person can work from an alternate location successfully.
A remote worker isn’t usually under strict observation, and not everyone is diligent enough to be unsupervised. Finding passionate and driven candidates is a must, as self-starters will be better suited for remote work. Discipline is also an important trait, especially if the worker will have control over the structure of their workday.
Since most companies rely on collaboration software to stay in touch with remote employees, written communication skills are also essential. Time management and organizational skills are similarly vital.
Design a Remote Hiring Process
A traditional hiring process of having a candidate attend an in-person interview isn’t usually an option when you are hiring remote employees. The job seekers may be located in other cities, states or even countries, making traveling in for a meeting a challenge, if not impossible.
This means you need to develop a hiring process that allows you to thoroughly screen candidates without them having to make the trip. For example, you may want to use brief phone interviews to identify your top candidates, then use video conferencing software for full-length interviews.
A skills test or trial run may also be a wise addition to your hiring process. This allows you to ascertain how well a job seeker can follow instructions and use the tools that will be available.
Additionally, you want to make sure the remote employee has access to the proper technology to meet the company’s needs. This can include anything from a landline and suitable internet connection to a computer or laptop that can operate any required applications (if one is not being provided by the business).
Define Your Expectations Properly
When you hire remote employees, you can’t rely on a person’s physical presence to determine whether they are meeting performance objectives. Instead, you need to concentrate on goals and outcomes, clearly defining what must be completed and when it is due.
The frequency of the milestones may vary depending on the nature of the position, but creating a delivery schedule is essential for tracking a remote employee’s work. For long-term projects, requiring weekly updates that outline what has been completed can also help you monitor productivity.
By following the tips above, you can set your remote employees up for success. If you’d like to learn more or are interested in expanding your remote workforce, the professionals at The Squires Group can help. We are a leading IT recruiting firm in Annapolis, MD. Contact us to discuss your hiring needs with one of our knowledgeable staff members today and see how our services can benefit you.