Remote Hiring: Do’s and Don’ts

With increasing demands for accessible, competent manpower and increasing traffic woes you have to go through to get to work, it is no wonder that people opt to employ workers through remote hiring.

Remote hiring is becoming a trending way to employ someone in your company. Not only does it cut the daily requirement of traveling to the office, but the work hours can also be flexible.

Hiring people that work from far away can be a bit uncertain and scary, especially with the fact that you may never even see them personally, ever. Despite all that, I am working remotely, and I have been in good working terms with my company and my colleagues.

As someone who’s working remotely, I am here with bits of information to dispel those fears and that you may set yourself up for success in hiring great people.

Please Do:

Know where to find suitable candidates

A no-brainer, but still very important to skip. Knowing where to get potential hires is a very crucial thing if you want to build a team to execute your vision. LinkedIn, for starters, is a social platform targeted at professionals you need to go to.

Sometimes you may need to look into the authenticity of the applicant’s social profile. There are people willing to pretend to be someone else to get a job opening, and a bit of research can ward off those pesky fakers.

Present them benefits aside from their regular salary

People will want to work more and better for you if you offer them benefits like health and life insurances.

There is a difference in making people work for you in an office vs. a remote fashion, but you shouldn’t skip out on the benefits that employees deserve to have, remote or not.

People want to be secure in case of crises and emergencies and covering for their securities breeds loyalty.

Test them

An objective eye is always a need for hiring: you need to see if the person is qualified to tackle the job you’ll hire him or her to do.

Testing them with an actual task is a direct way to gauge their capabilities.

For example, test programmers on specific programming languages you need them to know. Objective assessment of each one’s abilities should give you a better understanding of how the person will do in actual day-to-day tasks you have for them.

Please Don’t:

Misrepresent the job

Some people may be new to working online and might have little knowledge of job descriptions, and there are some that would take advantage of that and give work that is over the bounds of what the employee signed up to do.

Not only does it have legal consequences, but it will also damage your image and name in the professional community.

Ignore candidates with great potential

These are the candidates that might not have the credentials like a college degree and other certifications but still have the chops to produce good results. If you stumble upon some of these people, take a chance at them, you can always put them to the test to see if they can keep up with what you need.

Summing it all up…

Knowing where to find the potential people and what you should offer that seems fair for their troubles is always a good start in a very bountiful search, avoiding lying and misrepresentation of your job descriptions.

Happy hunting!

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