Hiring employees is a complex and time-consuming process, especially if you're hiring remotely. And that’s why you need a clear-cut checklist and process for hiring employees remotely.
- Hiring remotely has multiple benefits, including cost savings, a bigger talent pool, scalability, etc.
- You can hire remotely through your network, job boards, or poach talent from your competitors.
- Always follow a hiring checklist when recruiting remote employees.
Despite the complexity, hiring remotely has transformed the potential of my company. As a CTO, my career had a clear Before & After effect.
Before remote work:
- I hired locally in my city.
- Took months to fill a position.
- Worked with non-diverse teams
But after remote work:
- I hire engineers around the world.
- We benefit from short hiring cycles.
- Work with highly diverse teams.
How Do You Hire Employees Remotely - An Employer’s Guide
Our experience motivated us to write this blog post today. Remote hiring brings its own set of challenges and requires a different approach compared to hiring in person.
Today, we'll provide a comprehensive process and checklist for hiring remotely, including the key considerations and steps involved.
We'll also highlight some of the advantages of hiring remotely, which include cost savings, access to a larger talent pool, and increased productivity.
Top 6 Benefits of Hiring Employees Remotely
The benefits of hiring employees remotely are numerous and far-reaching.
As an employer, you know that finding and retaining top talent is essential for the success of your business. But what if we told you that you could expand your pool of potential candidates beyond your local area?
By hiring employees remotely, you open yourself up to a world of highly skilled and motivated professionals who are looking for the opportunity to work from the comfort of their own homes.
Not only does this give you access to a wider range of talent, but it also comes with a number of other benefits for your business. Let's explore them below:
1. Cost Savings
Hiring remotely just might be the thriftiest decision for your company.
- Instead of having to shell out for office space or furniture, you get to pocket these savings and reap the advantages of working remotely.
- You can easily eliminate the need for a physical office, which can significantly reduce overhead costs such as rent, utilities, and office supplies.
The couch is the new command center for success!
So if you’re on a budget, or if you just want to explore the possibilities of hiring remotely, this may just be your financial saving grace.
2. The Bigger Talent Pool
Who doesn't love a bigger pool of talents to choose from, right?
Remote hiring allows you to tap into a global talent pool. This magically expands the number of candidates you can choose from for any open job role in your company.
To put things into perspective:
- There are around 200k programmers in NYC.
- There are around 26 million programmers in the world.
With remote hiring, you get access to all these talents.
Now compare it with hiring locally. The maximum number of candidates you'd get when hiring locally would not even make a fraction of the talents available to you when hiring globally!
Oh, yes, that's a massive difference!
3. Large Number of Applicants on the Top Funnel
My experience with local dynamics is that people already know the companies, stacks, ballpark salaries, etc.
They know someone who knows someone, and mostly they won't apply.
When hiring locally, I'd be lucky to get a few dozen applicants for my company's open positions.
But when hiring globally, candidates look for more objective factors like:
- Salary range.
- Their experience in the required stack.
As such, international companies can easily get hundreds of applicants for each open role.
4. Ability To Scale Quickly
The ability to bring on talented professionals without worrying about office space, time zones, or even physical proximity is invaluable. In particular, the ability to scale quickly is one of the top benefits of remote hiring.
Imagine finding a wholesome crop of skilled workers in just a few days instead of weeks and months and you get an idea of how valuable this is for growth-minded companies.
Plus, all you need is a WiFi signal and a good headset these days – way cheaper than investing in a giant espresso machine for keeping everyone energized!
5. Applicants Are Easily Attracted
When hiring locally, we had to "hunt" candidates. We’d use recruiters and offer referrals to get great candidates.
But when my company started hiring globally, we noticed we were able to get hundreds of applicants organically. Even if we reach out to relevant profiles, most people are very keen to interview.
Remote hiring just massively transformed our interview and technical assessment processes:
- We used to sell a lot in interviews. We had to convince candidates why my company was worth their time.
- After starting to hire remotely, our process became more like filtering for skills and fit.
One of the best benefits of hiring employees remotely is the increased level of diversity it allows for.
Rather than being confined to a select few people from a single geographical location, you'll now have employees from different walks of life who can bring a wealth of fresh perspectives, ideas, and innovations.
Considering everyone will be working from their own home for the most part, you won't even have to worry about accommodating someone from the other side of the globe!
How Do You Hire Employees Remotely - The Process for Hiring Employees
It’s time we get to the core of this article. How do you hire employees remotely?
Hiring employees remotely can be a delicate affair, like learning to juggle eggs without making a mess. There’s a process for hiring employees, and you need to make sure your company is clearly following it.
After all, you don't want to take too many risks when it comes to filling important positions in your business!
For this reason, savvy business owners often use three different methods - networking, job boards, and poaching - to hire employees remotely.
Here's how you can adopt these remote hiring techniques.
1. Hire Through Your Network
While you could take your chances with an online hiring platform, why not roll the dice and hire through your network?
That way, you know exactly who you are getting, as you'll probably already have an idea of their work style and communication preferences.
It's just like what they say - it's not what you know, but who you know!
- Put your social media accounts to work.
- Post about the position.
- Get lucky with your ideal employee approaching you.
It certainly makes sense in this case. Having a personal connection could be the bonus that could send a potential employee from good to great.
Plus, if you already have a mutual connection with an applicant, there's even less risk and more rewards for both parties involved. So channel your inner James Bond, hop on social media, and let the networking begin!
2. Use Job Boards
Ok, let's face it. You’ll be lucky to get a few potential candidates to hire through your network. But when it comes to finding a lot of new candidates, like tens or hundreds, you really can't beat job boards.
All you have to do is post a job and wait for the candidates to apply. You'll get a response that's much better than any hiring technique anyone will ever share with you.
Job boards can literally put out the word in front of millions of people. So you surely don't want to miss this!
3. Talent Poaching
If you're looking to hire top talent, you may want to consider "stealing" employees from your competitors.
This can be a bit more challenging when hiring remotely, but it's definitely possible. You can use social media and professional networking platforms like LinkedIn to connect with potential candidates and pitch them on the benefits of working for your company rather than your competitor.
Although this practice is often associated with illegal talent recruitment, job poaching, for the most part, is legal and fair.
This just means companies have to be more competitive in the market. The better opportunity you have for employees, the more appealing your company will be to them.
Hiring Employees Checklist for Remote Workers
If you're still here, that means you're pretty serious about hiring employees remotely. That being the case, we don't wish to disappoint you.
There are steps you can take to ensure that your process of acquiring and onboarding remote workers go without a hitch.
Have a look at this ultimate checklist for hiring employees remotely. You can consider this as a combination of checklists and the hiring process, because this particular checklist is all you’ll ever need to up your recruitment game.
1. Define the Job Role and Responsibilities
The first step in any hiring process is to define the job role and responsibilities. This includes outlining the skills and experience required, as well as the tasks and duties that the employee will be responsible for.
Make sure to clearly define the job role as this is essential in crafting the perfect remote worker. Take time to not only list out tasks that need to be completed, but also the expected results of those tasks.
Think about what skills are needed to successfully complete those tasks:
- Are there any certifications or qualifications that should be taken into consideration?
- What measurable goals can you lay out so that this person knows exactly what they need to achieve when they're onboarded?
Having such clear expectations will help make sure both parties know what they’re signing up for and avoid any misunderstandings down the road.
2. Determine the Hiring Budget and Timeline
Before stepping into the hiring process, you need to determine a budget and timeline for the hire.
Knowing how much you want to spend up-front on recruiting (not just salary), as well as when you want this person on board, is essential in driving successful results.
When it comes to timeline, add some extra wiggle room so you’re not left scrambling if something goes awry. You never know what circumstances might arise before everything is finalized!
Plan for how much time you need to keep the job post live, how long you want to spend on interviews, onboarding, etc.
Just make sure you plan enough time to find (and convince) the right candidate without rushing them through the process either.
3. Create a Job Listing
Next up on this checklist for finding the perfect candidate is crafting a clear and definitive job description. This is where you'll stick together the previous two checklists we covered and this is where the process for hiring employees actually starts.
The job listing should include everything from:
- What the job entails.
- Expectations you have of them.
- Skills and qualifications they must possess.
This way, any disinterested candidates can immediately weed themselves out before submitting a resume or cover letter.
Also, don’t forget to give reasons why the job opportunity is awesome. I mean, who wouldn’t want to jump up at the chance of working somewhere cool?
Describe your company culture, your team, core values, how this role fits into their vision, etc. Throw in some perks too - unlimited pizza coupons (just a suggestion) will make your post stand out!
4. Determine the Recruitment Process
Decide on the recruitment process that you'll use to find and evaluate candidates.
You can use traditional methods such as placing ads in classified sections of websites or using job boards as we mentioned before.
Whichever route you choose, make sure it matches the budget and timeline that was previously outlined- it'll save time (and energy!) in the long run.
5. Review Resumes and Cover Letters
The next phase involves reviewing resumes and cover letters sent by interested parties. This is when those previous criteria come into play.
Take note of any skills listed that weren't previously mentioned in their description so that they may be considered during follow-up interviews; look at experience levels; compare resumes side-by-side if there are multiple entries being considered simultaneously; whatever works best for streamlining this arduous task!
6. Interviews and Further Shortlisting
Once narrowed down, it’s time to begin conducting initial screening interviews with shortlisted candidates.
This should give everyone involved an idea of both technical proficiency as well as personality fit for the position being filled.
If things seem promising after this point, proceed with final interviews and further shortlisting. This often involves setting up the candidates for a short trial to gauge their skills.
You can proceed to hire candidates that are successful in this final phase of shortlisting.
7. Make a Job Offer
Once you have the final candidates ready to be hired, it's time to make a job offer.
Make sure not to forget the little things that make all the difference. Outline the salary and benefits clearly, from vacation days to health care, and make sure you get any necessary paperwork in order.
Most importantly, provide your new hire with a comprehensive onboarding plan and set measurable expectations for their first few weeks or months.
8. Onboard the New Hire
Finally comes onboarding. It's important that new hires feel adequately prepared entering into their first day on board.
Assign mentors or onboarding buddies who will introduce them around and help them get acquainted with the new company.
Here are a few quick pointers you should follow:
- Create an outline of your expectations and provide the new hires with the tools they need to get up to speed quickly.
- Set up regular check-ins and give them access to any virtual support networks they’ll need.
- Provide resources that will help bridge any cultural differences among team members.
- Celebrate their arrival, even if it's virtual! Host a virtual happy hour or send out thoughtful care packages to make sure your new hire knows that they are now part of something special.
What To Look for When Hiring Employees Remotely?
Hiring employees remotely comes with its unique set of challenges, but that doesn't make it impossible.
Knowing what to look for when hiring remote employees is key to finding the right fit. From motivation and commitment to technology skills, here's what you should be keeping an eye out for when recruiting talent from far away.
1. Candidate’s Experience and Qualifications
When you're in the process of hiring remote employees, experience and qualifications certainly come into play.
You want someone who already has some degree of knowledge they can bring to the table, so look through candidates' resumes and portfolios before making any decisions.
Ask questions about their previous work history. This will give you an idea of how much relevant experience they carry.
2. Communication Skills
As remote work relies heavily on communication, it's essential that your employees can communicate clearly in written and verbal form.
Make sure you ask potential hires about their experience with various forms of communication (email, video calls, etc.). This will give you an indication of how well they're able to discuss tasks and ideas with other people if necessary.
Also, measure their ability to clearly articulate ideas and how effectively they're able to collaborate with team members.
3. Motivation and Commitment
Finding motivated and committed workers requires more thought than simply reviewing resumes or conducting interviews.
Consider whether or not the candidate is passionate about their job – it can show in things like enthusiasm for new projects or willingness to go above and beyond when asked.
You can also ask about their past work habits:
- Do they finish tasks on time?
- Are they punctual?
These are all hints as to whether or not they’ll stick around once hired.
4. Can They Work Independently With Minimal Supervision?
The beauty of working remotely is having minimal supervision from employers, but only if the worker can handle responsibility without micromanagement!
Before deciding on a candidate, ask them questions about how much independent work experience they have– such as when was the last time they completed something without instructions?
Have them describe an example project where they took the initiative without being asked first. All these will help assess if someone can handle autonomy well enough for remote working conditions.
5. Technology Skills
It goes without saying that anyone working remotely needs outstanding technology skills, regardless of what kind of position they’re applying for!
From setting up video conferencing software to secure file exchanges, candidates need technical abilities that could go beyond basic usage of computers/smartphones – understand which technologies are necessary for their role so that you know exactly what sort of aptitude you’re looking for before hiring someone remotely.
6. Time Management Skills
Working remotely often comes with distractions – from kids running around the house to tempting temptations like Netflix beckoning from your couch!
That’s why strong time management skills are vital for anyone wanting to succeed in a remote role.
Does your applicant have strategies in place for staying focused on tasks throughout the day?
Have them share their thoughts on prioritizing tasks too. This will help assess how good their self-discipline really is!
7. Compatibility Between You and the Employee
Finally, we come full circle back to compatibility between you and the employee.
Try setting up informal meetings over a call just so both parties get a chance to know each other better before committing long-term together.
After all, remote employment should feel like any other workplace engagement where clear roles are defined while still allowing freedom within those roles.
So make sure both sides are comfortable with each other beyond just plain professionalism!
So there you have it, the ultimate guide to hiring remotely and all the benefits that come with it.
No more commuting headaches, no more expensive office space, and the ability to hire top talent from anywhere in the world.
With our remote hiring process and checklist, you'll be well on your way to building a diverse and dynamic remote team in no time.
Happy remote hiring!
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