People are opting for remote work due to the flexibility and convenience it offers them. As a response to this trend, various businesses are offering remote job positions. However, hiring for remote positions can be tricky and isn’t the same as hiring for on-site positions. Hence, having complete information about remote hiring is necessary. And you can always get in touch with us at DistantJob to answer any questions you may have on this front.
Since meeting remote applicants in person isn’t always possible, it can be a challenge to evaluate them. This increases the risk of hiring the wrong candidate. Ensure you don’t make these 6 hiring mistakes if you are looking to hire remote employees.
- Having the Same Interview Process As On-site Employees
You can’t have the same interview process for a remote candidate as that of an in-house employee. Tailor the questions specific to remote working and those which will help you understand their work habits. Using an applicant tracking software will help in shortlisting the applicants and tracking the interview process. It also helps with seamless on-boarding of the remote workers so that they can begin the work quickly.
- Not Assessing Soft Skills
Ensure that the candidate has soft skills besides the technical job requirements. Give them a skill-based test to measure their soft skills like communication ability, language skills, time management, cognitive or emotional empathy, and teamwork and leadership traits.
- Not Giving Them Any Training
The job doesn’t end with hiring the perfect remote employees. The company’s success relies on training both the in-house and remote employees. This applies even if the hired candidates are extremely capable and skilled.
Give them a test assignment that is easy to complete and doesn’t need a lot of time. This will give you an idea of how the candidates work and measure their strengths and weaknesses. Moreover, it would also give the candidates a chance to see how the organization works. Based on this test you can offer them online training sessions. Remember that training is not a one-time event but rather an on-going process.
- Not Inquiring About Past Experiences
It always helps to check the past experience of the remote candidates. An experience of remote working may not be necessary, but it would be beneficial to hire someone who is familiar with the role and the challenges that come with it. Inquire about their past experiences to understand their approach to projects and their communication skills. You can also learn how they keep themselves motivated without constant supervision.
- Not Meeting Them In-Person
Meet the candidates before remotely working with them. This would give you a fair understanding of their working style and whether you can trust them with the job or not. You can also check if they are motivated to work when there is no one to personally check on them on a daily basis.
Remote employees should be compatible with your work culture and in-house employees. The best way to evaluate that is by meeting them in person. If you can’t arrange an on-site interview, then interview the candidates over video to get to know them better. That’s how DistantJob does it – video is integral to every step of the process.
- Not Communicating Properly
Communicate with your remote staff about the company resources, online tools, and services they can use. Some ways to communicate efficiently include:
– Defining clear project timelines
– Introducing the team members they would work with
– Having a designated messaging system where they can contact you in case of queries or problems.
The final mistake would be to assume that KPIs and accountability are limited to just on-site employees. Use a recruiting software to designate clear goals and responsibilities for the remote employees for better efficiency and results. Or get in touch with DistantJob, and sit back while all the recruitment magic is handled for you!