By the year 2025, experts estimate that 36.2 million Americans will work remotely. That’s an 87 percent increase from the number of people working remotely before the COVID-19 pandemic.
Remote work is here to stay, and that means the hiring process needs to change.
Are you getting ready to bring new remote workers onto your team? If so, keep reading. Outlined below are some tips that will help you choose the best people for the job.
Describe Your Ideal Candidate
Clarify your expectations and identify the type of worker you want to bring onto your team. This will make it easier for you to narrow down your options and find someone who is a good fit.
Think about the personality traits that are most likely to be an asset to your team. Then, consider whether you might need to add a personality assessment or questionnaire to your job application.
Consider your logistic needs, too. For example, do you need a remote worker who is available during certain hours?
Choose the Right Hiring Sources
You can absolutely find great remote workers on hiring sites like LinkedIn or Indeed. However, you may want to also broaden your search and post job listings on sites that are more frequently visited by remote workers, such as WeWorkRemotely and Remote.co.
Posting listings on these sites can help you find people who have remote work experience. You may also be able to find more candidates who have the personality type or work style that is best suited to a work-from-home environment.
Include a Realistic Job Description
Once you’ve chosen some platforms where you want to place your job description, the next step is to draft a realistic listing that tells candidates exactly what you’re looking for.
Ask anyone who’s in the process of looking for a job and they’ll tell you how frustrating it is to come across a job description that’s missing key details. People want to know what they can expect from a job before they apply so they can know if they’re qualified and are likely to be a good fit.
Make sure your job description answers questions about what the job is like, the responsibilities remote workers will have to handle, and the experience they need. Be clear about details like payrate, benefits, and whether the job is full-time or part-time, too.
Focus on Soft Skills
When you’re drafting the job description and when you’re preparing questions for the job interview, place a special emphasis on soft skills.
Soft skills are important for all job positions. However, remote workers tend to perform better when they’ve mastered certain ones, including the following:
- Time management
- The ability to work alone and be proactive
- Organizational skills
- Communication skills
- Not being afraid to ask for help
If someone doesn’t seem capable of these important skills, they might not be the right person for your team.
Look for Previous Remote Experience
HR managers should also consider candidates’ previous remote experience.
Have they ever worked from home before? Have they ever worked remotely while doing the type of work you need them to do?
Often, the more experience they have with working from home, the better off they’ll be and the easier it’ll be for them to adjust.
Consider Company Culture
When you’re vetting different candidates, consider how they will fit in with your company’s culture. Do their values seem to be in line with the company’s values?
Be sure to ask questions that can help you clarify this.
For example, let’s say one of the company’s values is related to continuous learning and education. If this is the case, you may want to ask them about the efforts they’ve made to expand their knowledge on a specific topic in the last year. Their answers can help you determine whether or not they’re committed to education and self-improvement.
Schedule Multiple Interviews
It’s not always easy to tell whether or not someone is a good fit for the job based on one interview. This is why it’s recommended that you schedule at least 2 interviews before deciding which person you’re going to hire.
Consider holding one round of interviews to narrow down your list of candidates. Then, hold another round to choose the right person (or people) to add to your team.
Consider a Virtual Job Trial
If, after the second round of interviews, you still have several qualified candidates, you may want to do a virtual job trial as a third interview. A virtual trial gives you a chance to see how each person handles the demands of the job.
There are lots of ways that you can simulate the work environment for your potential new hires. For example, if they’re going to be handling customer service, perhaps you can set up a mock conversation (via chat or phone) with another team member who’s acting like a disgruntled customer.
Watch for Red Flags
During all interviews, be on the lookout for potential red flags. The following are some of the most important ones to watch for when you’re looking to bring on new remote workers:
- Lack of tech skills
- Poor communication skills (written, verbal, and non-verbal)
- Lack of organization
- Heavily distracting work environment (e.g., no dedicated workspace)
If a candidate displays one of these warning signs, that might not be an automatic disqualifier. They’re worth taking note of, though, especially as you get further into the hiring process.
Start the Hiring Process Today
The process of hiring remote workers can be challenging for a lot of HR managers. Keeping the tips listed above in mind can make things a lot easier, though. Give them a try so you can bring the best workers possible onto your team.
Once you’ve hired new remote workers, you’ll also need to have a good system in place for onboarding them.
RemotePass can help you make a great first impression and teach new hires everything they need to know. Check it out today to see if it’s the right option for you.