Hiring remote employees can benefit you by bringing in talent that is scarce in your location. But hiring remotely isn’t a piece of cake . The problem lies in the assumption that hiring a great virtual worker is just like hiring an in-office superstar.
Remote work sure allows various benefits to the employer. But hiring the wrong employees can negatively impact your remote business.
To efficiently hire remote employees, you need to design (or perhaps redesign) your hiring process.
You need a system that fits well in the virtual environment and allows you to naturally attract the best talent globally. And here's how you can do it!
You test each employee before making them a part of your team. Similarly, any employee seeking a remote job would evaluate your organization before they apply for the job.
It is important for your brand to have a strong online image. It makes the potential candidates believe that the organization offers growth and security.
Your brand might have strong goodwill locally but remember that you are hiring across the globe. Which means it is important for people across the globe to have heard of you.
Think of it this way, if you were looking for a remote job, would you really apply at an organization that does not show up when you Google it?
If you want to attract the best employees, you need to sell yourself to them. I’ll tell you how
First of all, create a website for your business, if you don’t already have one. Provide detailed information about your organization and the team. This ensures that you’ve secured at least one source where candidates can find complete information about your organization.
Another way to be visible is through social media platforms. Actively push out job listings and new content on social media platforms. Facebook and LinkedIn, are the best platforms to engage with the audience. Also, social media is also a great way to find references and reach out to a broader group.
Job seekers constantly browse through job boards to secure a job. There is no reason why you shouldn’t take advantage of the same.
But when organizations hire, they usually prefer global boards like Indeed or Monster for posting job listings. These platforms sure are effective but not so much for remote jobs.
Consider advertising your open jobs on job boards and social networks specific to remote work. And given the recent rise in remote work, are been many platforms available to you now -
A great way to reach out to more candidates is through your own team. In fact, we’ve had some of our best employees through team referrals.
Describe the skills you’re looking for and specify the location boundaries. Ensure that your employees understand the job description to bring in the right candidates.
And just like your employees can refer candidates to you, they can also refer your company to their network and serve as advocates for your employer brand – particularly those who already work remotely. They can share the first-hand experience of what it feels like being part of a distributed team and, this way, bring in more applicants.
Some employees thrive on the flexibility and independence that work-from-home jobs offer. While others, not so much. Because everyone is not built to work in a virtual environment.
You might be fortunate enough to find the right employees for your virtual team so far. But in order to continue to do so, it is imperative to know what qualities your people should embody and what talents play well in the virtual setting.
Besides evaluating the candidate on the skills required to get the job done, one also needs to assess their ability to work virtually and collaborate with the team.
Excellent communication skills - Every team member in your organization should not only have great communication skills but also possess the ability to adapt to other’s communication style. This ensures smooth collaboration within the team while achieving the objectives and goals set for the individual team member.
Assessment - An individual with great communication skills has to be a good and attentive listener. And you need to put this to test!
For instance, you could subtly mention something important during the interview. (It could be anything from your company’s core values to your working hours.)
You could emphasize the importance as well but people tend to remember things labelled important, especially during virtual interviews. You need to evaluate the candidate’s ability to ‘listen’ to the minor details.
Later, towards the end of the virtual interview, you could ask the candidate what was told or frame a question around it to analyse if they were actually listening. This can help you in evaluating how well the candidate will listen to the team members and how they will communicate in a virtual environment.
Natural problem solver - Your team might not always have the time to solve minor problems that can otherwise be easily dealt with. Which is why a virtual environment requires an employee to be able to solve problems on their own (without involving the entire team). An employee who can solve any problem that comes in the way is not only a self-starter but enhances the productivity of the entire team.
Assessment - Give the candidate a task to complete and define the objective, goal, process, and timeline for the task. For instance, at our organization, we ask candidates to build strategies (specific to their job role). On evaluation, we throw in a few hurdles to test the candidate's ability to quickly rebuild a strategy if things go south.
This is not only a good way to test one’s skills, but also how efficiently they can tackle problems without a manager or team next to them.
Cultural fit - For a remote organization, it is important that any new hire fit right into their cultural values. It is important to know the employee personally to understand if they will get along with the other employees, which is essential for enhancing collaboration.
Assessment - Evaluating whether or not a candidate is a cultural fit without actually meeting them can be difficult. One of the ways to do this is by inquiring about the candidate’s previous organizational culture and look for similarities. You could also ask the candidate’s expectations from you. This will help you evaluate whether the employee will be satisfied in your organization or not.
We’ve built a huge virtual team (from 2 to 50) in a period of 10 months. And the above-mentioned things have always helped us find the best people to join our team.
But what comes next?
Once you successfully hire an efficient remote employee, it's time for on-boarding.
It is important to have a set process in place to onboard remote employees since there is no human interaction and everything is in a virtual setting.
Onboarding employees in a virtual environment can be as tricky as hiring them. But with an efficient system, you can make the entire process easy and smooth, not just for yourself but also for your employees.
Looking for the best ways to onboard remote employees? Read more here
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