Considerations for Hiring Remote Workers

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Prior to the pandemic, the standard was that almost 50 percent of employees worked from home at least once a week, but only 18 percent of workers held fully remote positions. However, transitioning to a fully remote workforce necessitates a strategic approach to hiring and talent acquisition, which involves more than simply adding extra communication tools. If you’re seeking more resources to help manage your distributed, remote team, we’ve compiled a list of remote work resources.

One compelling reason for companies to consider hiring remote talent is productivity. Studies have shown that employees who work from home are often more productive than their in-office colleagues. Professor Nicholas Bloom of Stanford University conducted a study comparing the performance of remote workers with that of in-office workers. Remote workers showed a 13% increase in performance compared to those working in an office.

Working remotely is popular among employees, whether they choose to work from their homes, coffee shops, or co-working spaces. Remote work provides opportunities for travel, shorter commute times, and a few extra minutes with family. Companies can also benefit from this arrangement by saving on office space costs and drawing from a larger pool of talent. According to Deloitte, businesses spend between $12,000 and $15,000 per employee on facility expenses each year, despite those spaces being empty 40% of the time.

Hiring remote talent can offer many benefits, including access to a wider pool of candidates, reduced overhead costs, and increased flexibility for both the employer and employee. However, successfully hiring remote talent requires a different approach than traditional in-office hiring.

  1. Clearly define the role and expectations

Before hiring remote talent, it’s important to clearly define the role and expectations. This includes the job description, required skills and experience, expected working hours, and communication expectations. This will help you attract candidates who are a good fit for the role and ensure that everyone is on the same page regarding responsibilities and expectations.

  1. Look for candidates with remote experience

When hiring remote talent, it’s important to look for candidates with remote experience. This shows that they are familiar with remote work practices, such as time management, communication, and collaboration. They are also likely to have experience using remote work tools and software, which can help streamline the onboarding process.

  1. Use video interviews

Since remote talent may not be able to visit your office for an in-person interview, video interviews are a great way to get to know candidates. Video interviews allow you to assess a candidate’s communication skills, professionalism, and personality. They also provide an opportunity to ask more in-depth questions about their experience working remotely and how they handle specific situations.

  1. Assess communication skills

One of the most important skills for remote work is communication. When hiring remote talent, it’s important to assess a candidate’s written and verbal communication skills. This can include written communication skills, such as email and chat messages, and verbal communication skills, such as video conferencing and phone calls. Look for candidates who are clear, concise, and responsive in their communication.

  1. Provide a clear onboarding process

When hiring remote talent, providing a clear onboarding process is important. This can include providing access to necessary software and tools, setting up video conferencing and communication channels, and assigning a mentor or supervisor. A clear onboarding process can help new hires feel welcome.

  1. Use collaboration tools

Collaboration tools can help remote teams stay organized and communicate effectively. When hiring remote talent, it’s important to use collaboration tools such as project management software, chat tools, and video conferencing software. These tools can help ensure that everyone is on the same page and can collaborate effectively, even when working from different locations.

  1. Emphasize company culture

Company culture is important for remote teams, just as it is for in-office teams. When hiring remote talent, it’s important to emphasize company culture and values. This can include sharing your company’s mission and values, providing opportunities for team building and socializing, and emphasizing the importance of work-life balance.

In conclusion, successfully hiring remote talent requires a different approach than traditional in-office hiring. By following these tips and strategies, you can attract and hire top remote talent and set them up for success in their new role. Remember to clearly define the role and expectations, look for candidates with remote experience, use video interviews, assess communication skills, provide a clear onboarding process, use collaboration tools, and emphasize company culture. With these strategies, you can build a successful remote team that achieves your business goals.