Why has remote working become so popular in the global labour market? Well, the COVID-19 pandemic played a big role in it, forcing many to adapt when in-person collaboration became impossible.
But even before 2020, remote work was gaining popularity. It offers numerous benefits for both employers and employees, and it’s clear that this trend is only getting stronger.
In fact, a study found that 64% of employees would consider leaving their jobs if forced to return to the office. This means that offering remote work options is crucial for retaining top talent. However, when you hire remote workers, it comes with its own set of challenges.
When you hire remote staff, you might only meet them once or twice a year, if at all. This makes it harder to check whether they’ll be a good fit for your company. So, while recruiting remote workers is similar to hiring in-office employees, it requires extra thought and consideration.
If you want to hire remote workers successfully, you must have a streamlined hiring process that will allow you to hire the best candidates to work for you, even from a distance.
In this blog, we’ll share some tips to help you hire remote workers more effectively, making the process smoother and more successful.
Tips for Recruiting Remote Workers
Recruiting remote workers involves several key steps that are similar to hiring traditional on-premise workers but with some additional considerations for remote work. So, here are some tips on how to hire remote workers effectively so that you won’t make any hiring mistakes.
The Job Posting
The first step in employing remote workers is creating a clear and detailed job description. You need to understand how the job will be done remotely and what tools and qualities potential candidates will need.
Before you start the hiring process, think about where your job posting will be seen and what benefits and pay are expected by the applicants. When you hire remote workers create your job posting by keeping these things in mind:
- Clearly outline the responsibilities and expectations for the role.
- Specify the skills and experience needed.
- Mention any specific remote working tools or software they will use.
- Highlight the benefits of working remotely for your company, such as flexibility and work-life balance.
A well-written job posting will attract the right candidates who are prepared to work remotely and have the necessary skills and experience.
The Interview
Once you have received applications, the next step is the interview process. Knowing how you will conduct interviews and what technology you will use is crucial. Most people are familiar with videoconferencing tools like Zoom or Microsoft Teams, but it’s important to choose a platform that all parties can access easily.
During the interview:
- Test the medium beforehand to avoid any technical issues.
- Make sure that the candidates have a good understanding of how the interview will be conducted.
- Prepare a set of questions that not only assess the candidate’s skills and experience but also their ability to work remotely.
Ask about their previous remote work experience, how they manage their time and stay organised, and how they handle communication in a remote setup. This will give you insight into how well they might fit into your remote team.
Communication
When you hire remote workers, good communication is critical to building the right team. It starts right at the beginning of the hiring process. So, be clear about your expectations of applicants and talk to them about their references about their past experiences.
When discussing the role with candidates:
- Explain your communication tools and processes.
- Be upfront about how often and through which channels you will communicate (e.g., email, chat, video calls).
- Make sure to discuss how meetings will be conducted and how feedback will be given and received.
Clear communication from the start helps build trust and sets the stage for a successful working relationship. Your candidates may feel they’re taking risks by accepting a remote job, so make sure you’ve done your homework and can answer their questions. If you don’t have an answer for something, be honest and let them know you’ll get back to them as soon as possible.
Onboarding
When you hire remote workers, onboarding can be challenging, especially when dealing with different time zones and legal requirements across borders. Therefore, having a solid training program and the necessary legal paperwork in place is essential.
For effective onboarding:
- Develop a training program that covers all aspects of the job and remote work expectations.
- Ensure new hires have access to all the tools and resources they need to get started.
- Schedule regular check-ins to see how they’re adapting and address any issues they might be facing.
It’s also important to have all legal paperwork in order, especially if you’re hiring internationally. You might seek assistance from specialised professionals who can handle the legal and administrative aspects of hiring employees in different countries.
When companies decide to hire remote workers, implementing effective employee selection methods becomes crucial to ensure the right candidates are chosen for their virtual teams.
Hiring remote workers requires careful planning and clear communication. By focusing on these points, you can successfully hire remote workers who are well-equipped to contribute to your team.
How to Determine Remote Workers’ Salary?
When you hire remote workers, deciding on their salaries can be a bit tricky, but there are a few common approaches:
Pay Based on Local Market Rates
When you hire remote workers, one option is to pay them according to the local market rates where they live. This means that someone working remotely in San Francisco might earn more than someone in Dubai, even if they have the same role and experience. To simplify this process, companies often use location multipliers for different areas.
Set Rate for All Employees
Another approach is to pay all remote workers based on a set rate, regardless of where they’re located. This is becoming more common as remote work gains popularity. For instance, some companies, like 37Signals and Buffer, pay all their remote employees at a certain percentile, such as the rate in San Francisco, regardless of their actual location.
Both approaches have their pros and cons, and the best option for your company depends on various factors like budget, company culture, and the nature of the work. However, it’s essential to consider fairness and equity when it comes to the discussion of ‘hire remote workers salary’ to ensure that all employees feel valued and motivated.
By carefully evaluating these factors and discussing them with your team, you can determine the most suitable approach for compensating your remote workers. Remember, the goal is to find a balance that attracts and retains top talent while also aligning with your company’s values and objectives.
How 6 Pence Helps
When companies hire remote workers, you don’t let geographical restrictions hinder your access to the right talent for your organisation. But it is not smooth sailing.
To help you find the right talent locally or globally, you can partner with 6 Pence. We are one of the leading staffing providers, and we help our business partners close open positions faster than before. Our team will offer end-to-end assistance, from interviewing to background verification and even processing work visas for foreign hires. We also help with payroll processing and related administrative work. To learn more, connect with us today!
Frequently Asked Questions
Q1. What is remote recruiting?
Ans. Remote recruiting involves hiring employees virtually, bypassing traditional in-person interviews and assessments. As more companies embrace remote work setups, the hiring process shifts to accommodate this trend. It includes sourcing, interviewing, and selecting candidates using online tools and technologies. It reflects the change in modern work practices.
Q2. How do companies support remote workers?
Ans. When companies hire remote workers, they support them by:
- Ensuring regular, open, and clear communication channels.
- Implementing strategies to keep remote employees focused and involved.
- Addressing the challenge of maintaining work-life balance in remote settings.
- Remaining focused on long-term organisational goals while accommodating remote work arrangements.
Q3. What is a remote employee challenge?
Ans. Challenges faced by remote employees include:
- Miscommunication due to the absence of face-to-face interaction.
- Inadequate technology and infrastructure hindering workflow.
- Low-quality virtual meetings lead to inefficiency.
- Employees and departments operating in isolation, hampering collaboration.
- Insufficient training for remote work affects productivity and performance.
