A Complete Step-by-Step Guide to Hiring Remote Employees

Thanks to the pandemic, companies now know ‘remote works’. So, what next? Hiring the right kind and most efficient remote employees. However, hiring an employee completely based on a resume is not enough. Following proven techniques for hiring remote employees can help organisations land desired candidates.

Here is a complete step-by-step guide to remote hiring.

1. Identify your requirement

The first essential step is to know your requirements for hiring a remote employee – will the position be fully remote, or work from different locations, or a scheduled work-from-home?

Based on this requirement you can decide whether the candidate should have remote work experience or not. For instance, if you are hiring a remote team from scratch then probably hiring someone with remote experience would be wise, but if the remote position is more of a perk then probably it doesn't require experience.

2. Create a clear job description

A clear job description will help you attract the right candidate. Since you are remote hiring, it is important to lay out all the requirements by using relevant words – “online remote jobs”. Usage of relevant words will help filter candidates looking for certain openings.

Keep your work description concise and clear. Doing so will prevent miscommunication.

• Company information – what your organisation does
• Job description – skills and qualifications requirements 
• Work experience – preferred experience
• Work hours – hours of work expected

3. Know where you are hiring from

There are two approaches here, either you can hire directly or you can opt for an agency.

•  Direct hiring will give you control over the entire process. This way you will have complete access to find someone fit for remote work from home. However, the drawback to this method is - it's highly time-consuming, you will spend a good amount of  time screening candidates.
•  Hiring through agencies is another option for workforce job hirings.  This method will save you time and resources. All you need to do is inform the agency about your remote job requirements and they will provide you with a list of pre-screened candidates. However, you may have access only to a limited number of candidates.

4. Interviewing your candidate

Once you have shortlisted candidates you need to prepare a set of things to run through during the interview.

•  Is the interview going to be via phone call? Opting for a video call would give you a better idea about your candidates body language and reactions.
•  Make a list of questions. It will help you structure the interview to reach your focus. Questions like –

a.      What are their requirements for a remote office?

b.     Do they have any concerns regarding the company?

c.      How do they manage productivity at home?

d.     How will they manage work conflict if it arises?

e.      What are their preferred work timings?

5. Assign a task

The best way to figure out if the candidate fits perfectly is by assigning them a task. A trail task will give you an idea about their skills and how the candidate performs remotely.

Skills to assess in a candidate:

• Time management
• Ability to work remotely
• Organisational skills
• Communication

6. Managing remote employees

Managing and monitoring remote employees can seem difficult as they aren’t in the office. However, there are tools designed to manage and monitor remote workforce.  

• Performance tracking software – to keep a track of time spent on specific projects, productivity and more.
• Instant messaging applications – in order to have an effective work environment, communication is necessary. A designated work hour instant messaging tool will keep your team connected as they work remotely. 
• Project management software – a good project management software will track progress, changes in the project and boost work efficiency.

7. Watch out for red flags

Go with your gut feeling, however, be observant of the red flags. Through the entire process there will be indications of whether the candidate will succeed in the job. Red flags to watch out for –

• Candidates with poor choice of words
• Distracted during the interview
• Looking for remote career opportunities for the wrong reasons – want to travel, extra family time or anything that is not work related

To Sum It Up

With the rise in remote opportunities, having a systematic approach to remote hiring is imperative to a company's growth. How will you ensure that you find the right remote star employee for your organisation?