Did you know that the list of remote work perks has never been longer and it even keeps growing? That’s precisely why some companies, such as Zapier, Buffer, Automatic, etc. have entirely distributed teams.
Having 100% of remote teams can cut back on some unnecessary expenses, such as renting a space and maintaining it, providing inventory and equipment, paying for perks and meals within the office, etc. And nowadays, technology ultimately allows it! It has brought us all together, that we even have apps such as Slack to simulate water cooler conversations. Therefore virtual communication can be flawless, and you can keep close even with a team that is time zones away from you.
What is more, a study shows that remote workers work for 1.4 days more per month compared to their in-office counterparts. Therefore remote working results in additional work of three weeks per year. Nevertheless, investing in remote teams doesn’t only provide perks for your company, but it’s also beneficial for the employees themselves. An Owl Labs study found that employees who are working from home are happier by 22% with their jobs, compared to employees that are never remote.
Besides, you might be asking yourself some of the following questions:
- How can I find valuable remote employees without having a face to face interview?
- What’s the hiring process like?
- Can I get help from another party to make sure I have picked the right employees?
In this article, we’ll help you answer these questions concerning the hiring process. Therefore, if you’ve made up your mind and want to join the remote world, now it’s time go through the most effective strategies that will help you hire remote workers for your team with confidence.
Considering the Option of Teaming up with an Outsourcing Partner
Let’s imagine that you are in a search for software development teams for a tech project within your company. So, if you have chosen to pick an IT outsourced team you are saving a lot! Also, you’ll be able to focus on your core business more. There is a reason why companies decide to outsource. Statistics show that 37% of small businesses would choose to give a specific sector of their business to an outsourced software development company.
However, if you’re looking for the right tech employees, you might consider partnering with a software development company instead of a regular human resource and staffing agency. A partnership with a software development agency will be more fruitful in terms of promptness, efficiency and helping you find experts for your project. It’s so because software development companies already have experience with tech experts and have a set development team to handle your needs anytime.
On the other hand, if you’re planning on doing the recruitment and hiring process of outsourced development teams on your own, these are the points you should put your focus on:
- Define the Position Clearly
A performance-based job description should be your goal! In the job offer you should put precise expectations, highlighting the responsibilities and the qualities the perfect candidate should have. Also try to define what success means to your company, just so the applicant knows whether they’ll be a match to your vision. A good job description revolves around the applicant’s ability to perform specific tasks and do the job in general.
- Where Will You Post the Job?
If you want to reach out to the right candidates, you have to think twice about the place of the job posting. For instance, if you’re looking for remote workers, make sure you post the job on boards that remote employees mostly check, such as Remote.co, Flexjobs, WeWorkRemotely, etc. Also, you can widen the search by creating targeted ads and placing them on social media networks.
- Give The Best Candidates a Test Task
Prior to the interview process you might have tons of incoming resumes and applications. To sort them out easier, you can rely on an applicant tracking system. Once you have a narrower circle of candidates, do a background check on the potential future employees. Then, send a home test task to all the suitable candidates. Doing a test task won’t only test out their skills, but it’ll also show the candidate’s dedication and willingness to spend some time doing a job before the interview.
- The Interview Process Should Consist of Two Rounds
When it comes to the interview process, there are usually two rounds:
- Initial interview with a hiring manager
- Final interview with the CEO.
However, this depends on the company and the time and resources you’re willing to spend in the search for new remote teams. At the interview, make sure you ask all the common questions to get a better insight into the skills and personality of each candidate. Also, you can ask some specific, task-related queries and see how candidates will deal with unexpected situations.
- Set an Initial Trial Period
Usually, the first week or month of the employment should be a test period, to find out if the remote employee is the right fit for you. Whether or not you’ll set a trial period is, of course, all up to you. However, you should know that a trial period is within your range of options.
As you may assume, companies are majorly grasping the potential of global talent. And all that is enabled by the advance in technology. However, what companies mostly have issues with is the actual process of reaching global talent. It’s difficult to spot on the right skills when a candidate is miles away from you.
All in all, if you stick to a structured hiring process beforehand, you won’t face many issues. We wish you luck in the search for your new remote team!