Growth in the number of remote employees was already significant before 2020. But once the global pandemic hit and businesses realized just how effective digital teams could be, the trend for location-diverse workers skyrocketed.
If you’re keen to start hiring more personnel to work virtually for you, it’s crucial to find the right people for every role. Here are some tips for successfully recruiting today.
Understand the Qualities and Experience You Need
Get clear about the qualities you require in off-site workers. While many people love the idea of doing their job from home, not everyone will succeed in this arrangement or have the necessary skills and experience to become long-term, valued employees. As a result, look out for those who’ve spent time working remotely before and know how to self-motivate themselves and adhere to deadlines.
Locate people who are dependable, organized, and effective communicators digitally and verbally. There’s no peering over the shoulders of those who work remotely, so you have to be able to trust they’ll get their tasks done on time. Plus, you’ll need people who are creative and resourceful enough to solve challenges on their own much of the time. They probably have to be decisive, independent thinkers, too.
Another key trait to look out for in remote employees is that they’re at least reasonably tech-savvy. They must be able to set up and run their own home office and know how to use, install, and upgrade numerous software programs. Experienced external employees will usually handle most tasks without calling on a tech consultant or you or other team members for help constantly.
Plus, since so much sensitive company data will transfer between your office and remote worker locations, everyone must know how to keep information safe. Employees should understand practical methods of keeping hackers at bay, such as installing comprehensive security software with ransomware protection, using quality passwords, keeping software updated, and using secure Wi-Fi.
Know Where to Look for Workers
To find the perfect remote team members for your business, it’s not enough to simply ask around your current workforce or friends and family for recommendations. While you might luck upon someone excellent in this manner, it’s better to target your searches.
For example, some companies have success sourcing remote employees on job boards that focus specifically on these position types. You might also like to use a recruitment agency focused on this area or utilize social media sites such as LinkedIn and Facebook to advertise roles and locate qualified candidates.
Use Application Processes to Highlight Exceptional Candidates
The application process is where you’ll sort the exceptional candidates from the less-than ones. You’ll no doubt get swamped with applications ranging from those who are totally unqualified to those who could be the gem you’re after.
Sort through documents carefully. Using technology such as application tracking systems where you input predetermined criteria can help narrow your search. You might want to have some of your current team help you go through applications, too.
It pays to ask some open-ended questions in applications to make it easier to spot the best-of-the-best candidates. People can use these sections to explain their background, successes, and capabilities and show some of their personality and the traits that make them suitable for the role.
Utilize Skills Assessments
Conducting digital interviews is a must when hiring remote workers. These times provide the opportunity to ask people targeted questions and see how they perform under pressure. However, don’t be afraid to utilize skills assessments to narrow down your choices. Personality and task-based tests can be offered early in the search process if you need to find only those who can use a certain software program or write to a certain level, etc.
Later, though, after interviews, you can also use assessments to help you find the best fit for the role out of a shortlist. For instance, have people explain how they would complete a project, step by step, or get them to write a piece of content, set up a database, provide suggested suppliers for an event, or do some other practical job. Just make sure that however you assess people, it meets all relevant equal employment opportunity regulations.
Watch for Red Flags
Watch for red flags along the way. For example, you want people to fit in with your company culture, so notice their language or anecdotes. These may alert you to people having vastly different values, beliefs, or work-quality goals than you and the rest of the team.
Once you’ve chosen a remote employee for your business, reference-check them before offering them a job. Plus, create helpful induction and training programs to introduce workers into the organization effectively.
There’s no need to let hiring external staff members intimidate you. Follow the steps above, and you’ll soon find the gems to round out your team.