Remote work is the future, and you’ll have access to a huge pool of qualified candidates. But hiring remote workers isn’t exactly the same as hiring on-site staff. You need to adapt your hiring process to find the best candidates and set them—and you—up for success. If you go in with the right mindset, build the right job listings, thoroughly vet candidates, and provide the support remote workers need, you’ll build an incredible remote team.
The Growing Trend of Remote Work Opportunities
The trend of remote work opportunities is growing rapidly. More and more companies are hiring remote workers to save money and gain access to a wider range of talent.
Why are companies making the switch?
- Lower overhead costs. By not providing office space and equipment for employees, companies can reduce expenses.
- Access to more talent. Companies can source candidates from anywhere, not just locally. This results in a larger applicant pool and ability to find the best fit for the job.
- Increased productivity. Studies show remote employees tend to be more productive as they have fewer distractions and interruptions. They also often put in longer hours since they don’t have a commute.
- Better work-life balance. Remote work allows employees to avoid the time and stress of commuting, resulting in a better balance between work and personal life. This can lead to greater job satisfaction and retention.
Adapting Your Hiring Process for Remote Candidates
When hiring remote workers, you’ll need to adapt your typical hiring process. Remote candidates require a different approach for several reasons:
Communication is key
With remote employees, communication is critical. Look for candidates who are responsive, articulate, and concise in their communication. Ask open-ended questions in the interview to assess communication skills.
Technical abilities matter more
Remote employees rely heavily on technology, so evaluate technical skills carefully. Ask candidates about their experience with remote collaboration tools like Slack, Zoom, Trello, and Google Drive. Consider asking candidates to demonstrate proficiency.
Soft skills are crucial
Soft skills like time management, problem-solving, and adaptability are even more important for remote workers. Ask behavioral interview questions to assess these skills. Look for examples of how candidates have overcome remote work challenges.
Culture fit still counts
While remote work requires more independence, culture fit still matters. Explain your company culture and values to candidates and ask questions to determine alignment. Be open to candidates who will enrich your culture with diverse perspectives.
With the right approach, you can find amazing remote employees. Focus on communication, technical abilities, soft skills, culture fit, and ensuring an ideal remote work environment. The extra effort will pay off with a highly productive, closely-knit team of remote workers.
Onboarding and Training New Remote Employees
When hiring remote workers, the onboarding and training process requires extra attention. Here are some tips to help new remote employees get up to speed:
Provide thorough onboarding materials
Send new hires a welcome packet with details about the company culture, values, and mission. Include an organizational chart, contact info for key team members, and a list of resources and tools they’ll need to do their job. This helps them feel like a part of the team from day one.
Schedule video calls
Have initial video calls with HR, their manager, and coworkers. Seeing faces and making personal connections is key. Set up recurring video check-ins, especially at first. This allows for impromptu questions and ensures they feel supported.
Create comprehensive training
Develop a tailored training plan for each new remote employee based on their role and responsibilities. This may include job shadowing, recordings of live product demos, access to an internal knowledge base, and time for practice. Be available to answer questions via chat or video call.
Set clear expectations
Explain your expectations around work hours, communication, productivity, and key performance indicators. Put policies and procedures in writing so there is no confusion. Check in regularly to make sure remote employees understand priorities and have the resources they need.
Promote social interaction
Encourage remote workers to interact with colleagues informally. Set up virtual coffee breaks, team lunches, and after-work meetups. Create chat channels for non-work discussions. The more remote employees feel like part of the team socially, the more engaged and productive they will be.
Onboarding and training remote workers with care and intentionality leads to better outcomes for both employees and the business. Following these best practices helps remote workers feel fully integrated, valued, and set up for success in their new role.
Managing Distributed Teams: Communication and Collaboration Tools
When hiring remote workers, using the right communication and collaboration tools is key to keeping your distributed teams connected and productive.
Communication Tools
Employing instant messaging apps like Slack, Microsoft Teams, or Google Chat allows for quick collaboration and questions. These tools are essential for replicating the casual conversations that happen in an office. They encourage your remote workers to connect socially and build camaraderie.
Video conferencing via Zoom, Google Meet or Microsoft Teams is vital for more formal check-ins, brainstorming sessions, and team meetings. Seeing each other face-to-face, even if virtually, leads to more engaged discussions and stronger working relationships. Consider hosting regular weekly or biweekly video calls with your whole team.
Don’t underestimate the power of email. While instant messaging is great for quick questions, email is better suited for more complex topics, announcements, or formal communications. Establish clear expectations around email response times for your remote workers.
Collaboration Tools
Providing your remote teams access to robust collaboration tools will make it much easier for them to work together, especially on complex projects. Look for software that offers features like:
- Real-time co-editing of documents, spreadsheets, and presentations
- Built-in video chat and screen sharing
- Task management with the ability to assign work, set due dates, and track progress
- Version history so you have a record of changes made to files
- Integrations with your company’s existing tech stack
Popular choices for collaboration include G Suite (Google Docs, Sheets, Slides), Office 365 (Word, Excel, PowerPoint), Asana, Trello, Basecamp, and Dropbox Paper.
With the right tools and processes in place, you can reap the benefits of hiring remote workers without sacrificing the connections vital to your company culture. Frequent communication and opportunities for meaningful collaboration will help distributed teams feel engaged and work together efficiently.
The growing remote talent pool
As an IT company looking to tap into the growing remote talent pool, you’ve got to make some adjustments to your hiring process. Focus on skills and outcomes, not just credentials. Look for self-starters who can work independently. Test for both hard and soft skills. And invest in the right tools and tech to keep your remote team engaged and aligned.
