It’s a generally known thing by now that most companies are considering embracing a more virtual environment than ever before. The cost savings are truly impressive. In fact, one Stanford University study shows that a company can save as much as $2,000 per employee if they let him or her work remotely. Apart from that, a flexible schedule results in better engagement. So, what should you consider when hiring remote employees? Here are some things.
1. You Still Need the Face-to-Face Contact
Even if you know that the person in question will likely never visit your headquarters and work from the desk opposite to yours, you should still meet them in person. In fact, that’s the more reason you should. A phone interview or swapping a few emails cannot tell you what you need to know about a person. Apart from that, they will never engage with you or your company if they never meet a single real person and just deal with machines. Add a personal touch to the hire for better performance and make sure you hired the right person.
2. Make Sure You Ask the Right Questions
Interviews for hiring remote employees need to be significantly different than for hiring on location ones. In other words, people who work remotely must have a different set of skills than the ones in your office.
For example, if a candidate doesn’t have a lot of self-direction, that’s fine. You can hire him in the office where he will always have colleagues and managers to direct him. Remote people need to manage themselves, organize themselves, and find solutions if something happens.
They also have to manage their own time better, be more responsible since there is no one there to watch them and have a much more mature mindset. On the other hand, they don’t have to be team players, so scrap that part of the interview altogether.
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3. Never Skip on Skills
This is a crucial piece of information. When you hire someone to work for you on location, you can make-do with a less skilled person. You can train them and teach them all you need to know. Plus, they typically learn by osmosis, in time, all they need to know from their colleagues and by doing the job itself.
You don’t have that luxury with a remote hire. If they don’t have the necessary skills right off the bat, then there’s not much you can do about it. Mentoring or training them across the internet is a supremely hard thing to achieve.
Therefore, what you can do is submit candidates for a remote job to a skills test. In this way, you can correctly assess if they can actually do the job and be productive right from the beginning or not.
Hiring remote employees and working with them in the way we are doing now is an unprecedented thing for the working market. In order to make it work, you need to avoid the mistakes we mentioned and consider the advice we gave you. What do you think about when hiring remote employees?