Dos and Don’ts of Hiring Remote Employees | The Acquirer

Don’t Make These Common Mistakes When Hiring Remote Staff

Don’t Make These Common Mistakes When Hiring Remote Staff

Hire the Right Remote Employees with These Recruiting Tips

More employers are getting comfortable with the idea of hiring remote employees. In the digital age, so many tasks and assignments can be completed remotely, reducing the need for costly office space, long commutes to the office, and even certain employee benefits like health, vision and dental. Remote work can also increase worker productivity and engagement, lower stress and improve company morale.

Some 67% of small businesses offer flexible work arrangements and 73% of employees said flexible work arrangements improved their work satisfaction.

After all, making your staff members come into the office when they can complete much of their work at home doesn’t make a lot of sense. If you’re looking to hire a remote employee, whether it’s a copywriter, digital marketer, or graphic designer, avoid these common mistakes to make sure you find the best person for the job.

Not Understanding What It Takes to Be a Remote Employee

As convenient as working remotely can be, staying productive requires a lot of self-discipline and time management. If you’re hiring candidates purely based on their resumes, you might hire someone who doesn’t know how to set and follow their own schedule, which could lead to costly delays.

Try to hire someone with experience working remotely. If they don’t have experience, ask them why they want to work remotely, how they plan on setting and sticking to a regular schedule, and whether they’re comfortable working with little supervision or in isolation.

Not Asking About the Candidate’s Work Environment or Process

Every remote employee needs a quiet place to work, otherwise they’re bound to get distracted or turn in subpar work.

Try to learn as much as you can about the candidate’s work environment, including what kind of equipment they’re using to complete assignments, where they plan on working, and if they have regular access to the internet. They should be able to back up their work in case something happens to their equipment, especially if they’re working on a long-term project. Save a copy of their work in the cloud to make sure you can still access these files if one of your remote employees accidentally breaks their computer or hard drive.

Not Having an Effective Way to Compare Candidates

When hiring remote employees, you can potentially work with individuals from all over the world, so you can expect to receive more applications than usual. But many of these candidates might not have the skills you’re looking for.

To quickly weed out the best candidates, ask qualifying applicants to complete a trial assignment or skills test, or ask to see a portfolio. Ask them to provide links to their work so you don’t have to download strange files. Tell candidates what they can expect from the application process so only the most committed candidates apply for the job.

Not Rewarding Candidates for Their Time

If you ask applicants to complete a trial assignment or skills test, the least you can do is compensate or reward them for their time, especially if they need more than 30 minutes to complete these exercises. If you’re asking them for an original piece of content, you need to tell them how you plan on using this content, if at all, and who owns the rights.

Not rewarding candidates for their time leads to a poor candidate experience.

Some applicants may waste hours on a trial assignment just to go home empty-handed. But a poor candidate experience is also bad for business. According to 91% of employers, candidate experience can influence consumer purchasing decisions.

If you fail to compensate candidates, they could damage your company’s reputation or simply disavow your company’s products and services.

Not Designating Compensation

Compensating remote employees isn’t the same as compensating in-house staff members that come to the office every day. You won’t be able to supervise your remote employees, so you need to come up with a compensation strategy that works for your business.

  • You can hire full-time remote employees and pay them a yearly salary based on their ability to complete a certain number of assignments.
  • You can also pay remote employees per assignment, which means they only get compensated for what they turn in.
  • Or you can pay your remote employees by the hour, but make sure you designate what an hour’s worth of work actually means.

Some recruiters make the mistake of hiring remote employees thinking that both parties are on the same page in terms of compensation only to find out that the employee’s idea of a workday isn’t what they thought. Make sure you and the candidate reach an agreement on how they will be compensated before offering them a job.

 

Working remotely is the future for many job seekers, but it comes with some unique considerations. Avoid these mistakes to save time when hiring remote employees. Sign up for a recruitment conference to learn more about the latest recruitment trends.


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By |2019-07-15T17:39:25+00:00July 11th, 2019|

About the Author:

Laura Tobias

An accomplished writer, editor, and Director of Content with over a decade of professional experience, Laura is the recipient of numerous industry awards and accolades. Also a professional photographer and hobbyist musician, she brings creativity and sound knowledge of writing principles to the table for clients across the globe.

Her writing and editing experience includes pieces for a variety of niche clients ranging from large global corporations to small, local brick-and-mortar businesses, producing works for everything from premier online medical magazines and real estate entrepreneurs to small town appliance stores and solo professional photographers.