Do Not Make These 3 Mistakes When Employing Remote Workers
It's no surprise that more businesses are embracing the virtual world. The cost reductions in overhead are significant, with a Stanford University study suggesting that allowing employees to work from home may save firms up to $2,000 per worker. Flexible work schedules, on the other hand, are likely to help with involvement, since two out of every five working adults will become willing to take a pay drop if it meant their company would have more flexible time alternatives. In this article, we'll talk about the three major mistakes when employing remote workers.
Employing a virtual staff is a great way to recruit the finest and brightest. The problem arises when businesses mistakenly believe that employing a fantastic remote employee is the same as employing a superstar in the office. Many recruiters and hiring managers are just copying and pasting old school tactics into the virtual personnel search—and, predictably, it isn't always successful. Stop attempting to fit a brick into a square hole and start adapting your recruiting efforts to the specific requirements of a virtual workforce.
Mistake #1: Not Having Face-to-Face Interaction
Isn't it true that recruiting remote employees entails discarding all you know about nonverbal communication? After all, your applicant isn't going to be fidgeting or refusing to make eye contact while seated next to you in an interview.
This viewpoint is completely false, and it is the reason why so many companies and staffing professionals make poor hiring decisions. In fact, gaining a real and in-person sense of the talent involved may be more important than ever when choosing a virtual applicant. You must have faith in new recruits to be self-motivated, productive, talented, and capable of completing tasks. They also need to integrate into the corporate culture, which may surprise you, so that their efforts are more likely to benefit your corporation. All of this necessitates a more personal touch than a simple phone interview or a few emails.
Rather, utilize video-call interviews (using Zoom or Skype) and other forms of technology to connect and gain a sense of personality, enthusiasm, and cultural fit. There are a few options for accomplishing this. The best option is to do live stream interviews in which you can speak with your interviewee face to face, but if that isn't possible, you may have applicants record video responses to a list of questions you email them.
Mistake #2: Having Bad Interview Questions
Virtual applicants must possess characteristics and skills that are distinct from those required of in-office employees. If he's in the cubicle, working closely with other team members to keep him on track, a candidate with a high degree of talent but a low level of self-direction may be alright. However, if this applicant is stationed across the nation rather than across the office, your all-star hiring might rapidly become a failure.
This is why, during the video interview, it's critical to ask the proper questions. Use behavioral questions to assess applicants' organizational skills, professional enthusiasm, and self-direction, in addition to their skill levels. Inquire about circumstances in which applicants worked autonomously and handled their time. Look for real instances of organizational abilities and personal drive rather than formulaic replies. However, don't focus just on productivity at the expense of everything else; it's equally critical to ensure that your top-tier prospects can contribute as a useful part of your team.
Mistake #3: Not Having Skills Assessments
When it comes to recruiting talent for your physical workplace, you can afford to take a chance and recruit someone who is a fantastic cultural match but lacks all of the precise talents you want. It's simpler to get these smart people up to speed in an office setting by providing onboarding, training, and mentorship opportunities. You can witness the appropriate prospect transform from a less-than-ideal applicant into someone your organization can't live without. In a remote setting, this is also conceivable, but a mentorship across states and continents is considerably more difficult to do. Instead, look for someone who already possesses the majority, if not all, of the necessary talents to succeed in the role.
Consider providing prospective team members a skills exam or perhaps allowing them to work on a trial basis before hiring them. Give an applicant for a communications-heavy role a writing test, for example, or invite an IT superstar to work on a project for your organization on a freelancing basis. These skills evaluations may save you a lot of time and money in the long run by demonstrating without a shadow of a doubt that your all-star applicant possesses the necessary skills and abilities to succeed.
Recruiting remote talent is an entirely new area, but if you want to attract the best and brightest for your organization, you must avoid the dangers of this new virtual world. It is feasible to hire the greatest virtual staff by avoiding these 3 mistakes when employing remote workers.
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