By Poll the People . Posted on January 12, 2024The world of work is changing fast, and remote work is here to stay. More and more businesses are realizing the advantages of hiring remote employees, such as increased productivity, lower overhead costs, and access to a wider pool of talent.
But how do you find and retain the best remote workers for your company? This is a big challenge for many businesses right now. But don’t worry, we’ve brought a solution for you.
Read this guide to discover 10 effective strategies for hiring remote employees that stay. Whether you are new to remote work or want to optimize your existing processes, this article will help you build a high-performing remote team.
Use Multiple Channels and Methods
One of the challenges of hiring remote employees is finding qualified and suitable candidates who are interested in working remotely. To overcome this challenge, you need to use multiple channels and methods to source remote candidates, adds Sebastian Membrez, CEO of Onno Plus.
Here are some of the main channels and methods.
- Online job boards and platforms that specialize in remote work, such as FlexJobs, Remote.co, We Work Remotely, etc. These platforms can help you reach a large and diverse pool of remote workers who are actively looking for remote opportunities.
- Social media and professional networks, such as LinkedIn, Twitter, Facebook, etc. These networks can help you showcase your company culture, values, and benefits, and attract passive candidates who may not be actively searching for remote work, but are open to it, adds Lara Jansen, Marketing Expert at Paedatric First Aid Courses.
- Employee referrals and word-of-mouth, such as asking your current employees, customers, partners, or friends to recommend remote candidates who may be a good fit for your company. These referrals can help you leverage your existing network and connections, and increase the trust and credibility of your company.
- Online events and communities, such as webinars, podcasts, blogs, forums, groups, etc. These events and communities can help you establish your thought leadership, share your expertise and insights, and engage with potential remote candidates who share your interests and values, explains Robert Smith, Head of Marketing at Psychometric Success.
This way, you can increase your chances of finding and hiring remote employees that stay. You can also diversify your talent pool and reach candidates from different backgrounds, locations, and skill sets.
Conduct Thorough and Structured Interviews with Remote Candidates
One of the key steps of hiring remote employees is to conduct interviews with them. Anton Lau, CEO of VisitDominicanRepublic, shares “Interviews can help you assess the skills, fit, and potential of remote candidates, as well as their expectations and preferences for remote work.”
However, interviewing remote candidates can also be challenging, as you need to overcome the barriers of distance, time, and technology. To conduct effective interviews with remote candidates, you need to.
- Plan and prepare your interviews in advance. Decide on the interview format, duration, platform, and questions. Use tools like Zoom, Skype, or Google Meet to conduct video interviews, as they can help you see the body language and facial expressions of remote candidates. Prepare a list of behavioral, situational, and technical questions that are relevant to the role and the remote work environment.
- Conduct structured and consistent interviews with remote candidates. Follow the same interview process and criteria for all remote candidates, and avoid making subjective or biased judgments. Ask open-ended and probing questions that can help you evaluate the remote candidates’ skills, experience, and personality, said Tia Campbell, Director of Marketing at Practice Reasoning Tests.
- Engage and connect with remote candidates during the interviews. Make a good first impression and build rapport with remote candidates by being friendly, professional, and respectful. Smile, make eye contact, and use positive body language. Listen actively and attentively to the remote candidates’ answers, and provide feedback and encouragement, said Travis Kliever, Global Business Development Advisor at RemotePad.
After doing all of that, what will you get?
You can improve your hiring decisions and outcomes. You can also create a positive and memorable candidate experience, and increase the likelihood of hiring remote employees that stay.
Create a Positive and Engaging Candidate Experience
The best factor that can influence a remote candidate’s decision to join and stay with your company is the candidate experience. The candidate experience is the perception and impression that a candidate has of your company throughout the hiring process. Andy Gillin, Attorney at GJEL Accident Attorneys, “A positive and engaging candidate experience can help you attract, hire, and retain remote employees, as well as enhance your employer brand and reputation.”
To create a positive and engaging candidate experience, you need to.
- Communicate clearly and frequently with remote candidates. Keep them informed of the status of their application, the next steps, and the timeline of the hiring process. Use tools like email, phone, or video calls to communicate with remote candidates, and be responsive and respectful. Answer any questions or concerns that remote candidates may have, and provide feedback and guidance, adds Eran Mizrahi, CEO of Ingredient Brothers.
- Showcase your company culture and values to remote candidates. Help them understand what it’s like to work for your company, and how they can fit in and contribute. Use social media, blogs, podcasts, webinars, or newsletters to share your company vision, mission, values, and goals, as well as stories, testimonials, and achievements of your current remote employees.
- Make the hiring process smooth and enjoyable for remote candidates. Use online forms, surveys, or quizzes to simplify and streamline the application process, said Ethan Keller, President at Dominion.
This can increase your chances of hiring remote employees that stay. You can also build trust and loyalty with remote candidates, and make them feel valued and appreciated.
Offer Competitive and Flexible Compensation and Benefits
One of the factors that can attract and retain remote employees is the compensation and benefits that you offer them. Danny Jay, Marketing Director at SOLVED Consulting, said, “Compensation and benefits include salary, bonuses, stock options, health insurance, retirement plan, vacation time, etc.”
To offer competitive and flexible compensation and benefits to remote employees, you need to.
- Research the market rates and expectations for remote employees. Use tools like Glassdoor, PayScale, or Salary.com to find out the average salary and benefits for remote employees in your industry, location, and skill level. Adjust your compensation and benefits accordingly, and consider factors such as cost of living, currency exchange, taxes, etc.
- Negotiate and customize your compensation and benefits for remote employees. Use email, phone, or video calls to discuss and agree on the compensation and benefits with remote employees. Be transparent and fair, and explain the rationale behind your offer.
- Another method for attracting and retaining top executives, particularly those who may be relocating, is offering tailored relocation services. Providing robust support in this area can round out a competitive package and make your company appealing to high-level talent, as emphasized by ARC’s executive relocation services
- Review and update your compensation and benefits for remote employees regularly. Use tools like online surveys, feedback forms, or performance reviews to monitor and evaluate the satisfaction and motivation of remote employees with their compensation and benefits. Provide raises, bonuses, or promotions based on the performance and achievements of remote employees, adds Martynas Žvirblis, Manager at VPSForexTrader.
These steps will help you attract more qualified remote employees as well as loyal ones that will never stop working with you.
Conduct a Trial Project
The best way to assess the suitability and potential of remote candidates is to conduct a trial project with them. A trial project is a short-term, paid assignment that simulates the actual work that remote employees will do for your company.
Sumeer Kaur, Founder of Lashkaraa.com, said “A trial project can help you evaluate the remote candidates’ skills, performance, and fit, as well as their expectations and preferences for remote work.
To conduct a trial project with remote candidates, you need to.
- Define the scope and objectives of the trial project. Choose a realistic and relevant task that reflects the role and responsibilities of the remote position. Set clear and measurable goals and expectations for the trial project, such as the deliverables, the deadline, and the quality standards.
- Assign and monitor the trial project with remote candidates. Use email, phone, or video calls to communicate and collaborate with remote candidates during the trial project. Provide support and assistance if needed, and answer any questions or concerns that remote candidates may have, said David Martinez, VP Enterprise & OEM Accounts at Cybernet Manufacturing.
- Review and evaluate the trial project with remote candidates. Use online surveys, feedback forms, or performance reviews to collect and analyze the results and outcomes of the trial project. Compare the remote candidates’ work with the goals and expectations that you set, and identify their strengths, weaknesses, and areas of improvement, explains Michael Hess, Tech Expert at Code Signing Store.
This way, you can gain a deeper and more accurate understanding of their abilities, work styles, and personalities. You can also create a positive and engaging candidate experience, and increase the chances of hiring remote employees that stay.
Ask Behavioral and Situational Questions During the Interview
Behavioral and situational questions are types of questions that ask candidates to describe how they behaved or would behave in specific scenarios. These questions can help you assess the candidates’ skills, experience, and personality, as well as their suitability and potential for remote work, shares Saba Mobebpour, CEO at SPOCKET.
For example, you can ask questions like, How do you manage your time and prioritize your tasks when working remotely? How do you communicate and collaborate with your remote team members and managers? How do you handle distractions, interruptions, or technical issues when working remotely?
Provide a Realistic Job Preview
A realistic job preview is a way of showing candidates what the job and the work environment are really like, both the positive and the negative aspects, said Jonathan Rosenfeld, Founder & Attorney at Rosenfeld Injury Lawyers LLC.
A realistic job preview can help you attract and retain remote employees, as it can.
- Reduce the gap between the candidates’ expectations and the reality of remote work, and prevent any unpleasant surprises or disappointments.
- Increase the candidates’ trust and confidence in your company, as you are being honest and transparent about the job and the work conditions.
- Enhance the candidates’ fit and commitment to your company, as they can make an informed and realistic decision about whether they want to work for you or not.
To provide a realistic job preview to remote candidates, you can use various methods, such as.
- Share a detailed and accurate job description that outlines the role, the responsibilities, the challenges, and the benefits of remote work.
- Provide a video tour of your office, your tools, and your processes, and showing how remote employees interact and collaborate with the rest of the team.
- Invite remote candidates to join a virtual meeting or a chat group with your current remote employees, and allow them to ask questions and get feedback.
- Assign a trial project or a work sample to remote candidates, and give them a taste of the actual work that they will do.
Conduct Reference Checks with Remote Candidates
Martin Seeley, CEO of Mattress Next Day, said, “To verify the background and credentials of remote candidates is to conduct reference checks with them. Reference checks are inquiries that you make with the previous employers, managers, or colleagues of remote candidates, to learn more about their work history, performance, and behavior.”
Reference checks can help you confirm the accuracy and validity of the information that remote candidates provide, as well as gain additional insights and feedback on their suitability and potential for remote work, adds Kevin King, Founder & CEO at Anytime Baseball Supply.
Here’s how you can conduct reference checks.
- To conduct a reference check, ask remote candidates to provide at least three references that can vouch for their work. Preferably, these references should be people who have worked with remote candidates in a similar role or environment, and who can speak to their skills, achievements, and challenges, said Ritika Asrani, Owner and Broker of Century21 St Maarten Real Estate.
- To conduct a reference check, contact the references and request their permission and availability for a reference check. Use tools like email, phone, or video calls to communicate and schedule a reference check with the references. Explain the purpose and scope of the reference check, and how long it will take. Be respectful and courteous, and thank the references for their time and cooperation, adds Anna Haris, Marketing Manager at Online MFT Programs.
Use a Remote-Friendly Applicant Tracking System (ATS)
An applicant tracking system (ATS) is a software tool that helps you manage your hiring process, from posting jobs to screening resumes to scheduling interviews. Olivia Rutman, Founder & CEO at Kids Care Finder, said, “Using an ATS can save you time, money, and effort, as well as improve your hiring quality and efficiency. However, not all ATSs are designed for remote hiring, so you need to choose one that is remote-friendly and suits your needs.”
A remote-friendly ATS should.
- Allow you to post your remote jobs on multiple platforms and channels, such as online job boards, social media, or email newsletters.
- Enable you to customize your application forms and questions to capture the relevant information and skills of remote candidates.
- Support various formats and methods of assessment, such as video interviews, online testing, or work samples.
- A remote-friendly ATS integrates with other tools and platforms that you use for remote hiring, such as video conferencing, online collaboration, or e-signature, adds Maria Mercieca Imbroll, Team Leader of Corporate Services at CSB Group.
- Provide analytics and reports that help you track and measure the performance and outcomes of your remote hiring process.
Look for the Essential Skills and Qualities of Remote Workers
Not every candidate is suitable for remote work, even if they have the technical skills and experience for the role. Khashayar Shahnazari, Chief Executive Officer at FinlyWealth, adds, “Remote work requires a different set of skills and qualities that enable remote workers to perform well and cope with the challenges of working from home.”
Therefore, you need to look for the essential skills and qualities of remote workers when hiring them, and assess them using reliable and valid methods.
Some of the essential skills and qualities of remote workers are.
- Self-motivation: This is the ability to initiate and sustain action without external supervision or pressure. Emily Rapoza, Marketing Manager at Library Science Degrees Online, shares, “Self-motivated remote workers can set their own goals, prioritize their tasks, manage their time, and overcome distractions and procrastination. They can also cope with ambiguity, uncertainty, and change, and adapt to different situations and expectations.”
- Communication: This is the ability to convey and receive information effectively and efficiently using various modes and tools. Communication is crucial for remote work, as it helps remote workers to collaborate with their colleagues, managers, and clients, and to avoid misunderstandings, conflicts, and isolation. Micajah McGregor, Chief Editor at FanFest, said, “Remote workers need to be proficient in written and verbal communication, and use clear, concise, and respectful language. They also need to be responsive, attentive, and empathetic, and use appropriate tone, style, and etiquette.”
- Independence: This is the ability to work autonomously and responsibly, and to make sound decisions and judgments. Independent remote workers can work without constant guidance or direction, and take ownership and accountability for their work. They can also solve problems, troubleshoot issues, and seek help when needed. They can also balance their work and personal life, and set healthy boundaries and routines.
Gerrid Smith, CMO of Joy Organics, explains, “Looking for the essential skills and qualities of remote workers will help you hire remote employees that can perform well and cope well in a remote environment, and that can add value and fit to your team and company.”
Consider Implementing Skill Assessment Software
In addition to the strategies mentioned, incorporating skill assessment software into your hiring process provides a systematic way to evaluate candidates’ abilities. This tool ensures that remote employees not only have the necessary technical skills but also excel in essential remote work attributes such as self-motivation, effective communication, and independence. Skill assessment software and candidate assessment software enhance your hiring decisions and contribute to building a successful and cohesive remote team.
Summary
Adam Fard, Founder & Head of Design at Adam Fard UX Agency concludes, “Remote work is becoming more common and popular, but it also brings some challenges and opportunities for hiring and retaining remote employees. These challenges make finding the right remote employee harder. But don’t worry, by following some strategies, you can nail it.”
For example, use multiple channels, conduct a trial project, and offer them competitive and flexible compensation and benefits. These can build a high-performing and loyal remote team that can help your business grow and succeed.
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