How to Hire Remote Employees? | Zebra Strategic Outsource Solution ltd

How to Hire Remote Employees?

 

Introduction

In a world where shelter in place orders are still in effect, many firms are facing a recruiting season. As a result, they will have to replace or hire long-term team members elsewhere. Hiring remote employees has its own set of difficulties, but there are still many options for finding and hiring the finest team members for your organization.

Even before the epidemic, many organizations were in the practice of employing from elsewhere. Let us just look at how you may leverage some of these tactics to locate talent to help your team achieve its goals for the rest of the year and beyond.

 
 

Why is hiring remote employees great for business?

Both employers and job seekers benefit from hiring remote workers. It is simple to locate the top people when you hire remotely. Anyone with an internet connection is a possible candidate. This is especially useful if you need to identify a location-specific specialist who lives in a different city or nation and can speak to the audience's demands from a knowledgeable perspective.

Furthermore, remote recruiting is cost-effective. It might help your organization save money on things like office space, real estate, and tangible employee benefits like parking permits and lounge supplies.

For individuals looking for a long-term position, remote employment is the best option. If you want your new team members to stay on for more than a year or two, remote recruiting offers at least one significant benefit: no commute. Employee work satisfaction is influenced by commuting. More than half of all employees say they would switch jobs to find a similar job with a better commute. And what better way to commute than from your bedroom to your home office?

 
 

How to hire remote workers

1. Establish formal work schedules

First, be sure that you establish formal work schedules for your worker including the hours during which personnel must be reachable via phone, email, or messenger. Also, make it clear when employees must report to work and leave each day. If your organization is encouraging employees to work more flexible schedules, make sure to spell out how they will report their work hours and completed tasks.


2. Set up remote work review processes

Then, outline how you will evaluate remote employee job quality and what review mechanisms you will use to ensure everyone performs their best. Request comments from the department head on your draft work from home policy, since you may overlook essential details of specific jobs that must be addressed.

 
 

 

3. Create a technology support guide

 

You must build a technology support guide that assists your staff in performing at their best by providing data security rules and connections to any device security tools they may require. Provide specific advice on what to do if they experience problems with their WiFi, computer, or software.

 

 

4. Set up remote work review processes

 

Evaluate your work from home policy quarterly or when significant events happen in or outside of your company to ensure it is still up to date.

 
 

 

5. Define the right traits for your remote job

 

When shortlisting prospects for remote employment, there are several remote working abilities to look for. First and foremost, you must seek people with excellent communication skills, as remote working necessitates a significant deal of communication, and you want employees who are comfortable expressing themselves verbally. This can be seen in the first few exchanges, the cover letter, how applicants exhibit their talents, and all of the required attachments. If candidates do not follow all of the job posting guidelines, it may indicate that they will not pay attention to details. ‌‌While remote working allows you more flexibility in terms of hours worked, you still want your staff to get things done. Previous work experience, such as obstacles they had in a comparable capacity and how they managed or persevered to overcome them, is one approach to learn about a candidate's work ethic. While you may plan for frequent feedback, you will still want people who can function with self-motivation for high job efficiency. Candidates who can effectively manage and budget their time. Working from home necessitates a certain level of discipline and dedication.

 
 

 

6. Conduct a remote interview

 

A remote interview must be done after shortlisting applicants whose applications satisfy your company's standards, and here are some recommendations to help you through the interview. Set essential expectations with your applicant ahead of time, and tell them of any potential interview visitors. This will put the applicant at ease and allow them to move through the interview process. Furthermore, having technological problems during an interview might make you look unprofessional, and you may wind up spending more time attempting to repair the technical issues than analyzing your prospect. Furthermore, having more interviewers increases the likelihood of choosing the finest candidates since you would have the luxury of numerous viewpoints for each prospect.

 
 

How Zebra can help you?

As a leading human resources agency in Hong Kong, Zebra takes pride in providing professional and comprehensive recruitment services. Zebra has a huge candidate pool with lots of talents and experts across the globe that suit your role. With a thorough understanding of the job criteria for different positions across different industries in the world, Zebra helps you to select the candidate who is the best fit for the position and contribute to the growth of your business. You don't need to be worried about hiring the wrong person with the help of Zebra.

 
 
 
 

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