Do you find that the pool of job candidates in your city is drying up? If so, don’t panic; there’s nothing wrong with going outside your geographical comfort zone to recruit new talent. More and more companies are choosing to hire remote workers over local candidates because of the various benefits this work arrangement provides. But remember, like any other type of employee, remote workers need to be trained and managed effectively in order to get the best results from them. These 10 tips will help you recruit and manage remote workers effectively and successfully.
1) Value Commitment
Value commitment is integral for successful remote workers. This is a mindset that you as the employer, must be prepared for and willing to provide. If you want somebody who is going to be working from home and not at an office all day, then you need to be committed to providing the tools and resources they will need in order for them to do their job well. For example, if your company has a Slack group, you should make sure that this function of the app is accessible remotely so that there are no communication barriers.
2) Don’t Overshare Expectations
Don’t overshare expectations. It might seem like the best way to get qualified candidates, but it’s not. The truth is that you’ll be sending the wrong message. You may think that you’re saving time by asking a lot of questions upfront, but in reality, you’re just going to weed out the people who don’t want a job with lots of requirements. One of the best things about hiring remote workers is their ability and willingness to work independently. Make sure your expectations aren’t too rigid so that they can show what they’re capable of before applying for a job opening at your company. Explain what you expect from them (based on previous experience) during the interview process to avoid wasting both parties’ time.
3) Add Incentives
You don’t have to give people free stuff. Instead, offer incentives that are tailored specifically for your industry and will make the candidate a better employee. For example, if you’re an IT company, offer certifications. If you’re in retail sales, offer a percentage off your products. If you’re an event management company, offer access to exclusive events. If you’re in law, offer a subscription to an online legal resource. The point is this: tailor the incentive so it’s specific to your business and makes the job more attractive.
4) Don’t Compare Employees Across Time Zones
Don’t compare employees across time zones. One of the most common mistakes that companies make when hiring remote workers is to compare them across time zones. For example, if you’re hiring someone in California, don’t compare them with a candidate in Texas. The two people may be well qualified but one might work better for your company than the other simply because they are closer to your headquarters. When considering candidates, pay attention to how much overlap there is between their working hours and yours as well as geographic proximity. It also helps to have an understanding of what time zone your existing staff is based in so you can avoid cultural clashes.
5) Offer a Variety of Tasks
Offer variety in tasks. To avoid boredom and increase employee engagement, make sure you mix things up a bit. Allow remote employees to work on different projects, tasks, and activities. Keep employees motivated by allowing them to work in different areas of the company or with other teams within the company on cross-functional projects. Team members may feel isolated if they are only working on one type of project for an extended period of time. They may also lack new skills or the experience necessary for advancement if they are stuck doing one type of job for long periods.
6) Don’t Ignore Google Hangouts
Don’t ignore Google Hangouts! Every member of your team, regardless of location, should be included in a weekly video chat. This is the best way to make sure everyone is on the same page and feels involved. Hangouts also give you an opportunity to see what each person looks like and hear how they sound – this will help you determine whether they are a good fit for your company culture. If a candidate seems promising, consider scheduling a time to meet with them in person. Make it worth their while by showing them some really cool work done at your company!
7) Get Feedback From Employees Who Work Remotely
If you have employees who work remotely, find out what their process is like and see if you can implement any of the strategies they use. Ask them for advice on how to make their tasks easier, which tools might help them, or what kind of environment they need in order to work well. If there are certain things that you can’t change about your company’s culture or policies, find out if there are ways that you can support remote workers in other ways. You may be surprised by some of the feedback you get from remote employees. They may not want more money, but rather better access to resources like video conferencing software or a catered lunch once a week.
8) Keep Up With How Things Are Going
Communicate openly with your remote workers and keep up with how things are going – from the beginning. Let them know what you’re looking for, and what kind of environment you expect them to work in. This will help avoid any surprises or resentment later on. Keep up with how things are going with your team members, and ask for their feedback frequently. Encourage your remote workers to take advantage of the many new technologies that make communication easier, such as video chat and instant messaging services.
9) Give Frequent Updates on Remote Projects
If you’re looking for remote workers, it’s important that you are transparent about the projects and tasks they’ll be working on. Give frequent updates on remote projects and keep them in the loop with every step of your project. This is a great way to make sure that remote workers stay invested in your business, even if they’re not on-site. It also lets them know what kind of work they can expect from day-to-day, so there won’t be any surprises.
10) Provide Support Whenever Necessary
Provide support for remote workers. A lot of people work remotely these days, and in many cases, you’ll need to provide them with a little more support than your onsite staff. Consider things like scheduling meetings with them over video chat, or including more detailed instructions when delegating tasks. Offer clearer expectations about what they should be doing during the day and how often they should be checking in with you. Lastly, make sure they have everything they need to do their jobs successfully.
Conclusion
If you have found a remote worker who is a good fit, make sure you take your time with the hiring process. If you rush through it, your company will be paying for that mistake for years. Follow these tips and enjoy a more successful recruitment process for all involved!
