How to Hire Remote Workers

December 15, 2021/Chuck Vogel/Comments Off

A friend of mine hired his first remote worker recently.

The prospect was great on paper and passed all the assessment tests. They should have been a great employee.

But being fully remote, she wasn’t a part of last-minute meetings. She didn’t keep up with the day-to-day changes in the business or build relationships with other team members.

She didn’t see this as a problem But over time her team members, the people she depended on to help and guide her, forgot about her.

My friend let her go after months spent trying to make it work.

Having a great resume and work ethic wasn’t enough. She needed to fit in with his existing workplace.

Many great employees now demand to work from home.

There are many benefits to hiring remote workers if you do it right.

Here’s how to hire remote workers — the right way.

Focus on Character

Don’t focus on a prospect’s skill set when hiring a remote worker.

Focus on character.

How many references do they have? Do their references stand by their work ethic and punctuality as much as their performance? How do they handle adversity? Criticism?

Don’t cut corners. Prepare for the interview like you would for an in-person interview.

Stay formal and ask questions that tell you how much they’re looking to build a relationship.

While you should monitor a remote worker’s output, you should be confident that they’re the kind of person who works harder when they’re not in the office, rather than vice-versa.

Keep in Touch Without Implying Lack of Trust

You need to check-in regularly with remote employees.

This doesn’t mean you mistrust them. It means you want them connected to you and the business.

If you treat someone as if they’re on a remote island, separate from your business, they won’t build build bonds with you and the team.

Schedule regular check-ins.

Discuss the business, but also get to know them. Create a personal bond.

Use these sessions as a time to catch up, go over any concerns, and signal to them that even though they’re not physically with the team, they are on the team. Remind them they can reach out if they have a question or concern.

Nothing takes the place of getting a coffee with someone before work or a drink afterward, but regularly checking in builds a bond that unites remote and on-site employees.

Try Before You Permanently Buy

Give a new remote worker a few weeks to prove themselves in the role — two or three weeks minimum.

See how they’re doing during this time period. Make sure they fit into your business and the relationship will work going forward.

Don’t be afraid to end the relationship if it’s not working. Better to pull the plug quickly — before too much damage occurs — suffering through it for weeks and months in hopes it might get better.