Hiring the Remote Candidate
The world is a much smaller place. With communication being virtually instant and video conferencing becoming more common than long distance business travel due to its efficiency and cost benefits. So it would make sense that local candidates for jobs that have limited to no need for physical presence might not always be necessary. But hiring someone sight unseen is taking a huge risk.
So here we have a unique scenario – Remote candidates can propose a great risk, but this also creates a greater candidate pool as well as a cost-efficient benefit as office space, as we all know, is not cheap. So here are a few tips to keep in mind when considering hiring someone remotely.
Make Sure the Position Can Handle Remote Employees:
There are just plenty of positions that really struggle remotely. Trying to force a position into remote environments just will not create a healthy ecosystem. And even sometimes, the culture of a company will just not flourish if there is migration to virtual environments. While a high-tech firm might be ideal for this type of situation, if your company’s personality is more intimate, it might still be better to create a more traditional environment.
Ideally Look For People With Experience Working Remotely:
This is a tough one, but there is benefit being able to ask how someone felt working remotely affected their work previously. It is not an easy transition for everyone, and candidates with no experience doing so might have an even more difficult transition from having a stable office environment to being expected to manage workflow from their own home.
Arrange to Meet in Person on Occasion:
If your office has created several remote positions, and despite how much these employees might flourish working on their own time and schedule, there will undoubtedly be mutual benefits to meeting in person occasionally throughout the year or as you see fit. A business acquaintance was visiting his main office in South Africa. Located on the eastern coast he flew in and quickly found accommodation in Durban. He said the trip was pricey on paper, but was highly valuable as he had quality face time with his managers. While most of the week was spent working on projects, he expressed that several times during the week they would put their work down a little early and go out for a drink. He felt this time with his team humanized the whole job for him, making it far more personal.
Look for Strong Communicators…:
Not being able to speak face to face every day creates an immediate communication barrier. It then becomes extremely important that any employee you hire, no matter how skilled at specific tasks related to the job they may be, that they must also be a strong communicator via email, phone and now video chat. A review writer for www.south-african-hotels.com recently said one of the most important thing about being on the road for months on end is the ability to communicate thoughts and ideas digitally via the web.
…And Abnormally Strong Self-Starters:
Everyone in a job interview is going to tell you that they are self-starters, can easily motivate themselves, etc. But in a case where you will never see them actually at a desk, it is absolutely crucial that you ask for specific examples where the candidate for this remote position can easily establish that not having a boss breathing down their neck will not prevent them from putting their head down and getting their work done in a timely fashion.
Remote positions can be a great way to both create a wider candidate pool for positions in your company as well as keep overhead office costs low. With careful consideration, people from all over the world can quickly become assets to your business.