The Dos and Don’ts of Hiring a Remote Employee

Home » Blog » The Dos and Don’ts of Hiring a Remote Employee

The Dos and Don’ts of Hiring a Remote Employee

03/11/2022  |  Emilie Mary Categories: BlogRemote WorkingTalent Acquisition

From 2018 to 2021, the number of fully remote workers increased over four times. And 16% of companies are fully remote.

Not all businesses are ready to go fully remote, nor are they well-suited for it. But there’s no denying that remote employees are good additions to most teams. Not only do you get access to a larger talent pool, but you also cut costs and improve worker productivity.

But before you start looking for a remote employee, there are some key things to keep in mind. Here are some dos and don’ts when bringing remote workers on board.

Do Create Transparent Job Listings

You might think being vague and mysterious can generate interest in your job listings. However, it only wastes everyone’s time, as you’ll get inquiries from people who aren’t qualified or have the wrong skill sets.

The best thing to do is to create detailed and transparent listings that clearly show what you expect of your remote employees. Write out required and desired skills and the job’s expected duties.

It would help if you also had a strategy for job listings, such as when and where you post them. That way, you’ll attract the right talent and make the hiring process smoother.

Do Offer Benefits

In-house employees usually get benefits like insurance and pensions. Most remote positions don’t offer these benefits, so workers have to take on these costs themselves.

A fantastic way to attract better talent is to have attractive benefits on top of great pay. It can help if your business has high employee churn. It gives candidates an incentive to apply with your company rather than with competitors and ensures they’ll be happy and stay with you for the long term.

Don’t Ignore Those With Potential

It would help if you had a clear picture of what the new hire looks like. But that doesn’t mean you should ignore those with potential just because they don’t have the proper credentials.

For example, maybe a copywriting candidate has written fantastic copy in the last year but doesn’t have a college degree in writing or English. If the degree is a job requirement, you should be willing to overlook this, as their portfolio should compensate for it.

Taking a chance on talent will often be a better choice than throwing out their application.

Do Conduct Video Interviews

Interviews through text or even voice calls don’t have the same effect as in-person interviews. The closest you can get is video interviews, so ensure you have the required software to conduct these.

Video interviews let you get a feel for a person through the way they speak and emote. There are nuances in visual expressions you won’t get with phone interviews, which can help you weed out bad candidates from the good.

It can also help foster the employee-employer relationship. Both parties won’t feel like the other is a faceless person behind the screen.

Don’t Be Stingy

It’s no secret that you need to make significant investments to grow your business. So when it comes to your remote team, the same idea applies.

To accommodate a hybrid workforce, you’ll need to put in money to restructure the workplace. Don’t refrain from implementing new technology and equipment to accommodate remote workers. It will pay off when you can thrive in a competitive world and attract remote talent.

Do Test Candidates

Unfortunately, 75% of employers have caught lies on resumes. Most people embellish their skill sets and responsibilities, but they also lie about their dates of employment, job titles, and academic degrees. Even if someone’s been entirely truthful, they might seem perfect on paper but aren’t a good fit for your company.

The best way to see if a remote worker is suitable for the position is to test them. Try to put them in a real-world scenario by having them do an actual task required for the job. Not only will this show you if they’re qualified for the position, but it’ll also show you how they react to everyday situations at your company.

With this small test, you’ll be able to have confidence in your remote employee’s capabilities.

Do Focus on Company Culture

It’s easy for long-distance workers to feel like they’re alone and are outsiders. It makes it vital for you to focus on company culture.

When onboarding a new remote employee, make sure you involve other workers. Schedule video chats between them, so the remote worker gets a sense of what things are like in the office. They can also make friends who are there.

Starting early with company culture can help your in-office and remote workers feel more like a part of a cohesive team.

Do Get Outside Help

Having access to a larger talent pool comes with its own challenges. Alone, you can’t be sure you’re reaching every good candidate, so it’s always a good idea to get outside help.

A third-party specialist in employment services can help you with expanding your company. Hiring abroad will be much easier, as they’ll source qualified candidates to fill your vacancies. You won’t have to worry about marketing and interviewing.

Hire a Remote Employee the Right Way

A remote employee can be invaluable to your business, so make sure you hire them correctly. Follow our remote hiring tips and get used to the process; talent acquisition won’t feel as complex.

Admittedly, it can be challenging to find suitable candidates for your openings. So to ease your burdens, turn to employment service specialists such as Bradford Jacobs. We can promote, attract, and position your business in front of top talent without increasing your hiring costs.

To get started on hiring remote talent, contact us today.