As the landscape of technology continually changes, one thing is clear: working remotely is a trend that will only see a surge in the future. And, if your company wants to get ahead of their game, save money, and get things done faster and more efficiently, you should consider recruiting remote workers.
Recruiting and onboarding in person is cumbersome enough. How do you determine if a remote candidate is right for the role, your team, and your organisation?
Here are five tips for recruiting remote workers and how to avoid getting the wrong ones on your team:
1. Ask the Right Questions
Because you may never meet face to face, it is imperative that you are asking your potential employee the right questions. Know whether the whole telecommute setup will work for everyone on the team. Find out why they have chosen a remote lifestyle to get better insight into their personality and dedication to the task.
2. Make Clear Communication a Priority
Oftentimes, remote workers drop off communication grids – not because of lack of technology, but because of their lack of physical presence. There are many innovative cloud technologies you and your team can avail of and learn from.
If you are working with someone on the other side of the world, consider the time zone differences, and delegate work in such a way that you can utilise them.
3. Find Ways to Collaborate Efficiently
Whether you decide to communicate through video conferences, Skype chats, or voice calls, make sure all your candidates have access to the apps or tools they need to get the job done. Ask about what kind of apps they use for productivity and creativity. Make sure remote workers are up to date on the most relevant technology in their field and have access to high-speed Internet connections at all times.
4. Allow for a Trial Period Before Signing Any Contracts
Even more than a regular office employee, your remote workers will take time adapting to your work style and communication – and vice versa. Have a few people do a test run and let them know this will be a trial period to see how well they perform even before you assign them the job.
5. Define What “Remote” is From the Start
“Most people think of remote work as 100%, all or nothing,” said Sara Sutton Fell, CEO of FlexJobs, a flexible job-seeking resource. Properly outline the amount of travel required in the role.
For example, a sales professional may need to be traveling for 30% of the month on client visits. Working remote doesn’t always necessarily equate to working from home; be clear in your organisation’s definition of what “remote” is, and include an estimate of where their time will be spent.
6. Look for Someone Who Brings Peace of Mind to Your Organisation
During the interview, keep in mind the candidates who look like they may work well in a team. It’s okay if they are introverts (many remote workers are) as long as they can contribute positive value to the whole team — no matter where in the world they are.