Remote work has become increasingly popular because of its opportunities for flexibility, better productivity, and improved work-life balance. Employees can easily work for a company down the street, across the country, or around the globe, opening up greater possibilities for employees and employers alike.
Just as businesses have had to adjust their workplace policies and procedures to accommodate remote workers, companies should also alter their hiring practices to address remote candidates’ needs.
In this guide, we’ll review best practices for business owners hiring for remote teams so you can make your hiring strategy work for everyone.
Table of contents
1. Clearly define your expectations for each role.
Any good hiring experience starts with clarifying expectations for each role you’re hiring for. This step is especially important when hiring for remote teams to ensure everyone is on the same page. Outline the skills, qualifications, and work experience you’re looking for to attract the right candidates.
Specific skills you may look for in remote workers include:
- Strong communication skills. Since you won’t be working in the same physical space as remote team members, ensure they have strong, proactive communication skills so they stay productive, report on their progress, and advocate for their needs virtually.
- Time management. Remote work often requires employees to build their own schedules and complete tasks on their own. Make sure candidates have self-discipline and the ability to manage their time effectively.
- Adaptability. Between technical difficulties, time zone differences, and workflow changes, remote work requires team members to be resilient and adapt quickly as circumstances shift.
- Tech savviness. You’ll rely on tools such as email, video conferencing software, and project management software to communicate with remote teams, so they should be familiar with these different forms of technology.
- Previous remote work experience. Candidates who have worked remotely in the past may be better prepared to meet and exceed your expectations.
On top of your role expectations, communicate how your remote setup will work. For instance, clarify what time you expect them to start working, which tools you’ll use, and what your communication preferences are.
2. Conduct video interviews.
While you likely won’t be able to meet remote candidates in person, you can mimic the experience of a face-to-face interview using video. Even companies hiring for in-office jobs rely on video interviews more often now as they’re flexible, efficient, and easy to record and reference later.
To host a successful video interview, make sure to:
- Test your technology ahead of time. Ensure your video conferencing software, camera, microphone, and internet connection are all working properly to avoid any issues during the interview. Test any platform-specific features you’ll need to use like screen sharing and recording ahead of time.
- Choose the right environment. Select a location that’s quiet and well-lit for clear audio and video quality during your interview. If you’re in the office, you may reserve a conference room. At home, just remember to choose a space that’s tidy and free from distractions.
- Establish rapport. It can feel unnatural to meet someone for the first time over a video call, so establish rapport with each candidate before diving into the interview. Small talk also allows you to familiarize yourself with the software you’re using before the real interview starts.
- Ask open-ended questions. During the interview, ask open-ended questions that give candidates room to expand on their answers and tell you more about themselves. Record the call if you have the option to. This step allows you to be present and actively listen instead of scribbling down notes.
To enhance the video interview process, look for a platform that offers video transcriptions. These transcripts not only streamline candidate evaluation but also promote accessibility and reduce bias.
3. Be flexible.
Since remote work offers enhanced flexibility, lean into that benefit during hiring. Be open to candidates in different time zones or who require alternative work arrangements to diversify your hiring pool and ensure you hire the best candidates for the job.
For example, if you run a dance studio in Australia but find a suitable candidate for an open position living in Canada, work with that candidate to select an interview time that works for both parties and set aside time to discuss what a typical workday might look like during the interview. You may grant them the opportunity to work Canadian hours and report back to your team asynchronously or elaborate on how you can support them if they’ll be working on Australian time.
Another way to be flexible is to offer alternative assessment methods. Try implementing various skill assessments or requesting work samples to evaluate your candidates’ abilities beyond their video interviews. That way, you give candidates who may be more reserved the chance to shine and show off their strengths.
4. Adapt your onboarding and training materials.
The key to building a cohesive team is making sure everyone receives the same training and is up to speed on their specific responsibilities, how your business operates, and your company culture. Adapt your in-person onboarding and training materials for a remote environment to ensure remote hires receive all the information and support they need.
Let’s say you typically assign a mentor to each new hire to guide them through the onboarding process. To adapt this initiative for remote employees, have remote new hires meet with their mentors virtually to assess their progress and ask questions. You may start with daily check-ins to ensure remote new hires are on the right track and reduce meeting quantity as they acclimate.
You may also offer self-paced onboarding materials that remote new hires can complete virtually. Consider implementing knowledge checks or short quizzes that reinforce their learning.
As DanceStudio-Pro explains, “Hiring employees is an investment in your business’s future.” To see the greatest return on your investment and foster future growth, make sure you set remote new hires up for success during the onboarding process.
It can be intimidating to hire and train remote employees for the first time. When you take the time to adapt your hiring process for remote teams, you’ll attract highly qualified candidates and provide them with a positive experience that allows them to start their roles on the right foot.
