5 Mistakes You Should Avoid While Hiring Remote Employees

More and more companies around the globe are rethinking and realigning their recruitment strategies as a result of the continuing pandemic.

Remote hiring helps companies with cost savings. Similarly, it helps employees save and better manage their time. It also gives them the flexibility to work from any corner of the world and live their personal lives to the fullest.

But with all these potential benefits, remote hiring can also present certain challenges if you don't have a proper strategy in place.

Here are some mistakes you should avoid making when hiring remote employees:

Mistake #1: Not aligned on expectations

Communication matters most when hiring remote employees, as candidates could be living in far-flung territories.

Work ethics differ from country to country, so you need to set clear expectations from the start. Invest time in explaining to candidates the importance and value of your organization’s goals.

Have a clear job description and answer all possible questions candidates could have to eliminate confusion at the outset.

Things that both parties should have clarity on:

1. Work hours and commitments

2. Salary and benefits

3. Competencies and skills

4. Trial period and promotion prospects

Let your remote employees know about your trial period policy. Make it clear that they will be tested during this term to see if they are the best fit for the role.

Throughout the trial period, you can assess their performance before offering them a permanent position. This period will give you a window to confirm if you made the right decision and will also give a chance to candidates to decide if they like their new job.

Mistake #2: Not onboarding and integrating remote employees into your team

Onboarding is one of the most important elements that determines retention in the long term. If you don't provide remote employees with all the resources they need to perform their duties efficiently, the chances of their success reduce significantly.

Proper onboarding enables remote employees to work independently and yield maximum productivity. This way, they are also able to communicate and collaborate with other team members comfortably, whenever required.

By contrast, if they don't consider themselves an integral part of your organization, they won't take their jobs seriously and their morale will be low.

The best way to avoid a poor onboarding experience is to assist remote employees in breaking the ice with the rest of the team. Promote a culture of reaching out without hesitation. This will ensure ownership of tasks and better collaboration and communication among team members.

Mistake #3: Not assessing skills

When hiring for talent to work from the office, you can afford to hire someone who doesn't necessarily have all the skills required to perform their job, but whose fundamental values match those of your organization. The upskilling can be taken care of through proper onboarding, training, and mentorship opportunities.

However, in the work-from-home model, training and mentoring on all kinds of skills can be challenging.

Therefore, it makes sense to hire someone who possesses most, if not all, of the skills necessary to perform their role efficiently. This can be done by taking skill-based tests to gauge a candidate’s expertise in a particular skill.

Mistake #4: Not testing internal motivation and organizational skills

Remote candidates require unique and additional skills compared to those that work from an office. A candidate who lacks a sense of direction but has the skills required to perform their job can be guided in the right direction through frequent evaluations. Doing the same with someone who lives far away can become difficult.

Therefore, it is crucial to test candidates' behavioural tendencies by asking them scenario-specific questions.

Ask questions about situations where they had to lead or manage a project by themselves and the challenges they faced. Look for answers that strongly prove their internal motivation, team-player, and organizational skills.

Mistake #5: Not trusting them and always micromanaging

It's common to keep a check on employees and ensure that they are performing their jobs to the best of their abilities, and offer a helping hand from time to time. But asking for updates frequently equals micromanagement and can completely change the nature of your relationship with your employees.

Micromanaging is a sign of a lack of trust, which can lead to your employees believing they are not the right fit for their job, further affecting their confidence and productivity. Therefore, it's always best to set clear boundaries from the start.

Know when to communicate and also when to trust and leave them alone. But leaving them completely on their own can also lead to failures in communication and compromise their performance as well as the success of your organization.

Through a proper feedback channel, you can find a balanced approach that is right for you and your employees.

Conclusion

Remote hiring can be an effective solution for your organization. But it's important that you have the best hiring strategy to reap maximum benefits. Set clear expectations from the start to avoid any conflict of interest at a later stage.

Have a proper onboarding and team integration plan to help employees get to know each other and break down cross-team silos.

Also, ensure that you're not just taking things at face value. Judge candidates' skills through proper testing, skill-specific tests, and situational questions to judge their behavioural attributes.

This will help you gauge their internal motivation and ability to work independently and carry out projects with full efficiency.

Finally, make sure you trust them enough to let them carry out their duties. Asking them to report frequently is not good for their productivity and confidence. Unless there have been regular work ethic compliance issues and you are sure that the person needs to be evaluated thoroughly, let them work independently.

Communicate with them on a regular basis about their importance and value to your organization.

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About the author: Sharad Panwar is a Growth Marketer at Adaface. 

Author:

@Derick Quinanola

Date:

12-27-2021

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