Hiring Remote Workers

For some companies, telecommuting just makes sense. While some shy away from the unknown-to-them world of working from home or a remote office, there are many organizations that see the value in telecommuting when working in the central office either isn’t feasible or necessary. However, no matter your level of comfort with the idea of remote workers, there’s no denying that it comes with it’s own unique challenges. That is especially true in the initial phase of the employer/employee relationship: the hiring process.From knowing how to conduct interviews when travel isn’t an option to knowing what questions to ask to hire the right person, hiring remote workers is different than hiring regular employees. But by simply adjusting your mindset a bit and thinking both ahead and like a remote worker, you’ll have no trouble bringing in the right people. To get started, consider these three critical components of hiring remote workers: Conducting the Interview The majority of the time, it just doesn’t make sense to interview in-person for a remote position. When this is the case, you’ll want to think about how you’ll conduct the interview. In this day and age, a phone-only interview isn’t necessary. You can utilize programs like GoToMeeting or even a free option like Skype. The beauty of using a video call or conference is that you get a better sense of how the candidate reacts and conducts themselves, and you can use an iPad, laptop, projector and more. There’s a program and device for nearly every need you or the candidate has. You may not be able to shake your candidate’s hand but that’s the only part of the interview experience you’ll miss out on. Asking the Right Questions This is the most important aspect of any interview, but especially when it comes to remote workers since there is so much autonomy and independence. You’ll want to hone in on questions about how they handle that independence, whether or not they are trustworthy and how they manage when technical issues arise. For instance, you may want to inquire about how they structure their day and prioritize tasks. You’ll also want to discuss how you will maintain communication, what both of your expectations are and how much involvement they’ll have with the rest of the team. These topics should create a two-way conversation so that you both understand what is expected and can decide if the fit is right. RELATED: Video Killed The Phone Interview Starting Strong When you’ve made the decision to hire a remote worker, it’s important to get connected on the first day. This means that both hardware and software are in place and communication between team members occurs. This is also the best time to start using project tracking and task management programs so there is accountability from day one. This will help you both to be on the same page and will be the first step in gaining trust in your remote worker. When all these things are in place from the very beginning, it helps establish positive habits and expectations. And remember, the key to better hires is a better candidate experience. Have you hired remote workers? If so, what tips would you pass along to others? Let us know in the comments section below.