Why Hiring The Right People Is Essential For Remote Companies

by | Feb 16, 2022

In the wake of the pandemic, things that once appeared as temporary precautions are quickly becoming the status quo. For example, 70% of employers who pioneered a flexible work program during the pandemic will keep at least a hybrid work mode. This signals a major shift in the way businesses work, collaborate, and hire. If you run a remote business or are thinking about making the shift to remote, hiring the right people is crucial. It’s vital for long-term growth and advancement within a remote business. 

Employees Can Make or Break Your Business

So, What Does It Mean To Hire The “Right” Person For A Remote Job? 

hiring remote employees

Beyond merely selecting based on skill sets, remote workers need to adapt to some unique requirements. And that adaptation is often heavily based on personality. For example, your staff must be able to communicate effectively without in-person contact. They will need to be technologically savvy enough to use remote collaboration software like Zoom or Hubspot. They  also need to perform well without direct supervision and document their progress on various projects. In short, you want to look for independent, reliable team members who will be able to adapt to frequent changes. 

Managing remote workers also requires some unique considerations, and your supervisory staff needs the specific skills suited to that environment. In fact, whom you select to manage your business has a huge impact, whether you’re remote or not. It’s estimated that at least 75% of turnover can be traced to a manager’s behavior. That’s why you need to make sure that you’re setting your managers up for success. You do so by hiring other managers and staff who will thrive in a remote environment. 

So, How Does This Factor Into Hiring? 

Candidate requirements will always vary between industries and businesses. But it’s always important to ensure you’re hiring staff members who fit your company culture and workstyles. Looking for candidates with previous experience in remote work can also be very helpful. But remember, previous experience does not necessarily mean a particular candidate is well-suited to remote work. In general, ask questions about how independent the candidate is and how familiar they are with the programs you use. How are they at meeting deadlines, and what are they looking for in terms of flexibility? 

Remote Employees adapt to working from home

A good way to gauge a candidate’s skill with remote communication is to conduct a group interview with the team. This allows the team to ask specific questions relevant to how the team conducts itself. They can get a feel for how the potential employee would mesh with the other members of the team during online communication. It is also worthwhile to monitor the candidate’s response times, punctuality, and general aptitude when setting up and conducting remote interviews. This will give you a sense of how the candidate will function during day-to-day remote communication. But be realistic if the software is new to them. How well do they adapt?

Be sure to provide training to all employees to help them adapt to a remote work model. This is crucial if you were previously conducting in-office business. Explore a variety of topics: software training, how to communicate remotely, tips for how to manage time better, etc. You should always ask your employees what they need help with. Then provide appropriate resources to suit their needs. 

So, when it comes to remote positions, it’s best to hire candidates who are qualified to thrive in a remote environment. The merit of their skill sets is important, but those who are conscientious, self-sufficient, and flexible are ideal.

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