Hiring Remote Worker – Top 10 Best Practices

Hiring Remote Worker – Top 10 Best Practices

In today’s world, remote working or working from home is becoming increasingly popular. It’s now a new normal and offers a lot of advantages which is why many businesses are adopting remote work policies.

In the meantime,  remote work policies also convey different types of difficulties in various perspectives and one of the most concerning issues is hiring competent remote staff.

Employers or hiring managers must-have to recruit the best-fit employee for fast company growth and 100% productivity. When it comes to recruiting potential workers for a remote position, they face some vital challenges and difficulties. Generally hiring remote workers is different from the on-site recruitment process, because the remote workforce is scattered across different time zones, different cultures, and environments. 

Employers can follow specific approaches for a better recruitment process and look for certain skills and characteristics among the potential employee for selecting the right person. 

Let’s start digging the article to learn the best 10 best practices to hire remote workers: 

1) Job Criteria and Requirements Specification

Hiring the right staff is actually a lot of hard work that every employer knows. One of the strategies that will make this remote recruitment challenge much easier is to know better what to look for in the candidate for the job position.  

Gather in-detail knowledge of what are the key and crucial things and necessities to operate the role efficiently and accelerate company value.

So that you can examine the participant more smartly and conduct the recruitment process with confidence. 

Here is an example: Suppose you are going to hire a bookkeeper, as a recruiting manager you may not have all the clear conceptions about duties that bookkeepers have to do. Indeed, you are not able to learn about all the facts but if you know about the core points of the profession you’re going to hire, you will be able to evaluate a candidate’s capabilities. 

2) Publish Job Advertisements on Right Platform

For a fine-tuning recruitment process, you have to publish your job post on mainstream portals with an enticing advertisement. Proper medium with an in-detail job circular you will be broadening your opportunities for finding great personnel.

In the recruitment announcement, mention your company values and position, job requirements, responsibilities, benefits and wages, job types, applying procedure and all the necessities. The recruiter should request the applicants to send their CV with a cover letter and working portfolio.

A job advertisement without proper instructions and information may give you a lot of applications with less competent people. A value-adding proper application process will help both the recruiter and the competent job seeker simultaneously. It will help you to find out those people whose value matched with your company value and candidates can justify themselves before applying.

3) Divide the Recruitment Process into Specific Parts

It may take time to go through several recruitment steps, but it will help you to hire qualified personnel and after recruiting you will not regret it. Set up a few assessment processes from the first email application to final onboarding.

The several selection stages are for weeding out the unqualified ones and keep the top candidates by narrowing the candidate numbers at different stages. If you are not a hiring manager of a newly launched company you might have previous experience, note down the mistakes that happened in earlier recruiting. You can use the track record to avoid the mistake in the future.

The steps can be like below:

  •  Taking preparation and candidate sourcing with suitable networks (it may be a social platform, or job portal or your teammate’s acquaintances) 
  • Application collecting & selecting
  • Email Communication
  • Face-to-Face Communication
  • Skill test and so on that goes with your organization type

The most beneficial point is by practicing the tricks if you formulate a standard procedure you can use it repeatedly for future hiring. 

4) Create a List of Right Interview Questions

Since in remote working the working procedure will be different than traditional office work policies, there are a few recommended questions to ask for hiring potential remote workers. Identify interview questions that’ll help you determine whether or not a participant is competent enough for the position.
Aside from the usual employee interview questions like desired salary, working experience, why interested in the type of job they are applying for, also ask the questions to examine if they would flourish in a remote environment while working independently without any supervision.

A few questions are given below to get ideas:

  • What is your remote work experience?
  • Will you be available by ignoring the time zone barrier?
  • Are you comfortable with time tracking software?

5) Observe the Candidate’s Communication Skill Level

Strong communication skill is the most important factor for a successful remote team. Teams that can communicate are most likely to work effectively. Since the new employee will be contributing remotely,
Look for people who are good listeners and strong communicators. Four communication skills reading, writing, listening, and speaking. Test the candidate’s writing proficiency as remote working most of the time they have to communicate through email or text conversation.

Check if they are expressing and presenting their speech clearly. This one also important because the remote employee may have to communicate with customers or clients. without welcoming, impressive, professionally sound communication they would not be able to handle the task properly.

Observe how responsive they are in communication. take it in your consideration how quickly they are replying back to your emails.

6) Ask for Demonstrable  Skill & Verifiable Experience

The importance of skills and vast knowledge in the respected field is immeasurable. Ask the candidates about their skills and let them demonstrate the skills with example.

Take the initiatives to check their problem-solving skills. In many cases, it is seen that candidates mention skills and they think they have it indeed, they haven’t possessed it. By examining their troubleshooting competency you will understand if they have or lack the skills you are seeking.

If job-seekers mention their previous experiences then they should show and prove it with proper work samples and explanations on how they get expertise in the field.

For example, if you are recruiting a content writer ask the candidate to show some of the writings that they completed. Get to know if they have remote work experiences and the proper concept about the advantage and drawbacks of remote work, and also are they able to face the drawbacks.

7) Look for Ideal Attributes of Remote Workers

Recruit interesting, fun, and highly ambitious people: A company or business can grow with personnel who have a broad and open-minded.

Who are broad and open-minded to the entire world can able to solve any problems from a different angle where conservative-minded 

People can not do it. It’s not the matter that the person has to know everything but need to be broad-minded and stay up-to-date with the digital transforming world. Those who love to learn new things are more productive and flexible to adapt to new changes for achieving success.

8) Pick Self-Starters & Reliable Personnel

Try to find a self-starter and very much reliable person who can work efficiently even with minimal instructions. Otherwise, you have to struggle for making them reliable. As each personnel’s activities represent the company norm and standard you must hire sincere ones.

Immediate responses may not always be possible if your remote workforce is scattered across different time zones. That’s why it’s important to look for people who can troubleshoot minor issues on their own. 

9) Employees with Positive Attitudes & Organized

Above all. positivity is the skill you need to look for in remote employees. Individuals who maintain an optimistic mindset are usually better equipped to work under pressure. Proactivity and honesty should exist in remote workers also. They should have to keep tracking their working hour and transparent project progress status. Hire Organized people to build a strong business entity. Onboard the personnel who will do every work in a very organized way within a limited time frame.

10) Candidate’s Availability and Conducive Environment

Assess the applicants are really fit for remote work and do they have the required technical knowledge for conducting remote work. Tech-savvy professional is more efficient for remote work. In remote working employees must have a convenient home office environment where they can work attentively and productively without interruption. Many have a fantasy about work from home, they think they will have the freedom to work from anywhere maybe it from a sea beach or coffee shop, but in reality, it is much more than the imagination.

For maintaining consistency and progress in work remote staff needs a cozy workplace, high-speed internet connection, computer equipment, Software and a supportive system for collaborating remote works. Also, get to know how they will manage weather diversify issues and family emergencies.

I hope following these steps, it will not be too difficult to recruit the right personnel for your next project.

Hiring and discharging employees very frequently cause a bad impact on business growth and also increase the opportunity cost and waste the most valuable asset time. For this reason, hiring proficient employees who are willing to work long-term based on company demand is very important. By implementing and practicing the tactics you can decrease the employee firing rate and build up a strong remote team to lead a successful journey. 

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