Since the COVID-19 pandemic, more and more companies are moving toward a remote workforce. Not only do job seekers expect more flexibility these days (among other perks), but businesses are realizing how much money they can save by switching to remote and hybrid work models.
That said, the hiring process for remote candidates can present some challenges. This Pocketbook Agency guide discusses the benefits and best practices of hiring remote employees to help you find the best candidates and top talent for your team.
Before we dive into how to hire remote employees, let’s take a look at the benefits of doing so.
Here are six benefits of hiring remote employees to keep in mind:
Remote employees can be hired on an as-needed basis, meaning companies can save money by not having to pay for full-time salaries or benefits. There can also be lower overhead costs due to reduced needs for office space and associated expenses.
Without the distractions that come with a traditional office setting, remote employees can focus on the tasks at hand and be more productive. Many studies have found that people who work remotely are more productive than those working in an office environment.
The flexible nature of remote work allows employees to balance their personal and professional responsibilities without feeling overworked or burned out. This healthier work-life balance can improve remote staff satisfaction and loyalty and ultimately boost employee retention rates.
A diverse team of remote workers from various locations and countries can help foster creativity and collaboration within an organization. Bringing different perspectives to the table can strengthen your team, giving your organization more tools to navigate challenges and seize opportunities.
Companies can access a much wider range of potential hires when they’re willing to hire remote workers. Among other reasons, individuals who otherwise wouldn’t be able to work in their organization because of location constraints are available through telecommuting or virtual employment.
Remote workers have the freedom to decide when, where, and how they want to work. In other words, they can structure their days around their preferences while still meeting business objectives. You can’t replicate this flexible work arrangement in a traditional office setting.
As companies increasingly embrace remote work, there is often some confusion between the terms “remote work” and “telecommuting.” While both are related to working outside of a traditional office setting, there are some subtle — and not-so-subtle — differences between the two concepts.
A remote position is any job done outside of a traditional office setting. The term encompasses a wide range of jobs, including freelance work, telecommuting, and even digital nomadism (the practice of working from anywhere in the world).
Anyone can consider themselves a remote worker as long as they’re not physically present in an office building.
Telecommuting is a type of remote work where employees split their time between working remotely and in the office. Some people like that this arrangement lets them blend their personal life with their professional life, as they can work from home or other locations while still having access to the resources available at their regular workplace.
Telecommuting gives employers greater flexibility in terms of staffing and scheduling since they can bring on new employees without worrying about space constraints.
The main similarity between remote work and telecommuting is that both involve working outside a traditional office setting.
However, there are several key differences, as well:
– While remote workers tend to be completely independent and may never have to step foot into an office building, telecommuters must maintain a presence in the office for certain tasks or meetings.
– Teleworkers are usually considered employees of their company, whereas remote workers can be either employed by or independent contractors for their client companies.
– Telecommuters typically have set hours, while remote workers may have more flexible schedules depending on individual contracts with clients or employers.
No matter the arrangement you choose for your organization, understanding what makes each unique will help you equip your team with all the tools and resources they need to succeed.
In recent years, some companies have found that they can be just as productive with remote employees as they are with in-office ones — and in some cases, even more so.
If you’re considering making the switch to a fully or partially remote workforce, there are a few things to keep in mind when it comes to hiring.
When hiring remote employees, the most important step is clearly defining your remote job positions. By being transparent about each role’s requirements and responsibilities, you can better assess whether or not a candidate is right for the job. You’ll also be able to equip your new hires with everything they need to hit the ground running.
Defining each role in advance will save time during the recruitment process since you won’t need to spend extra time figuring out which tasks belong where. This makes it easier for both employers and applicants as they know precisely what they’re looking for when going through applications or resumes.
Utilizing the services of a reputable recruitment firm like Pocketbook Agency can be an effective way to find qualified talent to fill your administrative roles. A reliable recruiter will have access to a wider network of potential candidates and expertise on what type of person would best suit the role and company culture.
Additionally, they can help with preparing job descriptions, advertising the role, conducting interviews, and other pre-employment steps. An established recruiting firm provides employers with practical advice on onboarding to ensure employee success within the organization.
If you want to maximize opportunities, utilize online job boards or social media platforms to reach a wider pool of potential candidates. Using multiple resources ensures you’re getting the message out there and increases the chances of finding the right fit for your organization.
Online job boards are tailored to specific areas and industries, so you can easily hone in on your preferred industry and geographic locations.
Many social media networks, like LinkedIn, have search functions to find people with specific skill sets — streamlining the process of locating skilled professionals who might be exactly what your team needs. You won’t even have to leave your desk.
Leveraging these resources can help you fill positions quickly and efficiently, all while potentially saving you time and worry.
Lean on your professional (or personal) network when hiring remote employees. Getting referrals from individuals who have hired remotely is particularly helpful if those people have experienced successful outcomes through the approach.
Allies and professionals in your network might also be great sources of advice about whether or not hiring remote employees would be a good cultural fit. A referral could save you time and energy searching for fit-for-purpose candidates who’ll meet the demands of your organization.
Remember, good quality referrals support any job search process and may even land you a few leads, so make them a priority.
With the job market always growing, it can be hard to decide who would be the perfect candidate for a position. Conducting initial interviews can help you better understand who you might hire. Plus, it eliminates the transportation costs and schedule disruptions associated with interviewing in person.
Through this method, recruiters have an opportunity to evaluate the candidate’s speaking and overall communication skills. Candidates have the same advantage of getting to know more about the company and job description before committing. Overall, conducting initial interviews through video calls is incredibly efficient for understanding potential hires and further developing your team-building strategies.
Giving potential candidates a trial period is an excellent way of determining if they will be the best fit for your team. It allows you to observe their aptitude on the job and better assess their suitability for the role.
Not only does a trial period provide you with a bird’s-eye view into how effective your new hire would be in terms of productivity, but it also:
– Helps the hire get comfortable in their new surroundings.
– Helps build rapport among existing members of the team.
– Gives insight into what kind of company culture they may bring with them.
All things considered, taking some time to consider a candidate further down the line can prove invaluable when making decisions about who is right to join your team.
Without consistent and reliable communication, there’s simply no way to have a high-performing remote team. Setting up regular check-ins or video calls can help you establish connections and offer feedback on your team members’ work where necessary.
This can be a great tool for learning how well your team is performing and identifying any gaps in communication or areas for further improvement in the workplace. Keeping consistent lines of communication open between employer and employee is essential for managing expectations and helping everyone perform at their peak.
Remote employment may be growing in popularity, but it’s essential to consider every angle before diving into your remote hiring strategy. Here are a few more considerations to help you make the best hiring decisions for your remote talent:
The most important factor for any business considering hiring remotely is to ensure that the prospective employee is in a time zone suitable for business operations and team dynamics.
Remember to account for any potential scheduling conflicts between your team members and customers who might be located outside the same time zone. Additionally, it’s critical to consider how different time zones could potentially impact communication speed within your team.
Having an effective communication system in place is essential for successful remote employment. Whether using email, phone calls, or video conferencing solutions, you’ll want to keep communication between staff members as efficient as possible.
Establish a well-defined protocol early to avoid misunderstandings or delays when communicating with your remote employee.
Most businesses will need to provide their remote staff with a range of technological requirements, such as laptops and access to the software needed for their work tasks.
Ensuring that all the necessary hardware and software are updated regularly — whether your company or the employee does it — will reduce potential conflicts and help everyone work together seamlessly despite being in different locations across the world.
Finally, take steps to help the remote employee integrate into your organization’s culture.
Finding ways to bridge cultural differences through initiatives like virtual happy hours and group activities can help foster better relationships among colleagues despite working far from one another.
Below are some other ways to boost morale and integration among those who can’t always communicate with their team members face-to-face:
– Create mutual points of contact between virtual and in-office team members to encourage collaboration and relationship-building.
– Provide weekly opportunities for team members to connect on a personal level through social activities or group projects, such as group video calls or online games or contests.
– Celebrate successes together, no matter where your team is located, with recognition from management honoring successes on both an individual and collective level.
– Encourage open dialogue among all your employees about how things can be improved for those working remotely. That way, everyone feels heard and valued in the organization’s ongoing efforts to foster a cohesive culture for all employees, no matter where they’re physically located.
Hiring remote workers can save your company time and money while increasing productivity, but it’s essential that you do it correctly. Take the time to find the right people for the job, invest in good communication tools so that everyone is on the same page, use the resources available, and implement the other tips above to position your team for success.
If you’re not sure how to get started, Pocketbook Agency can help. We specialize in filling administrative positions with fully-qualified and vetted remote employees. Contact us today to learn more about our services.
Sources:
13 Tips For Leading And Managing Remote Teams | Forbes
Zoom Meeting Dos and Don’ts to Help Your Colleagues and Yourself | Insider