Similar to hiring in-house employees, hiring remote workers are almost the same. Before you entrust any remote employees, you need to assess whether they are reliable and able to deliver expected results. You have to be rigorous in gauging the capabilities of your employees-to-be by asking the right questions and putting them on a test. In order to make the most out of your hiring, here are three tips that you can follow:

Tip #1: Stop Wasting Your Time on Big Job Search Sites

With the rapid rise of the remote working culture, there are tons of job listing sites specifically built for remote work seekers. Nowadays, individuals who choose to work remotely are signing up on sites which are partnering with remote companies imposing a work-from-home policy. These sites are where you need to be.

In contrast to big job search sites, job portals made for remote work can find the best candidates to work for the specific role you need to fill. They provide a detailed skill set for employers so they can sift through options for a much more affordable price. You can also take a look at big agencies that hire highly-skilled workers which they monitor to make sure they give top quality output.

Tip #2: Assess One’s Capabilities Thoroughly

Hiring remote employees is no different than hiring a nine-to-five office worker. As an employer, it is your responsibility to cross-examine whether the employee you are about to hire fits the job role. You need to be able to predict whether an individual is reliable and is capable of doing the job with little supervision to make the dynamics effective and efficient.

Asking the right questions

First, you have to ask them the right questions. This will let you gauge if the employee has the ability to accomplish a certain task. You can start by asking a few personal questions to build rapport. Doing so will help decrease the tension and make the interviewee feel comfortable. Ask the individual why he or she is choosing to work remotely or maybe ask the person to tell a few things about him or her.

Once you are done with the basic questions, you can move forward to assess the interviewees’ work ethics. Here are some of the questions you can pick up for your next interview.

  • What is the biggest challenge you need to face each day?
  • Would you consider yourself a team player?
  • What is your biggest pet peeve?
  • What do you in your free time?
  • Why did you choose to be a remote employee?
  • What would you change in the remote working culture?

These questions will help you know how you can work with this certain individual. You will know if his or her values match your company values. Also, you will get an insight on how to further improve your work culture from a fresh perspective.

Tip #3: Don’t Forget to Point Out Company Perks

As an employer, part of your responsibility is capturing your interviewees’ interests and making them feel valued. They need to feel that working for your company is more than just a money-making machine. Providing them with perks and benefits can get you a long way in lowering your attrition rates.

Some remote companies are choosing to reward their employees with gift cards and freebies. Some even go big by providing travel perks and sending them to business trips. This sometimes tends to be a dual purpose because, during trips, they also send chosen employees to go to training.

Now That You Know the Basics on How to Hire Remote Employees…

You are ready to take the next step which is to actually hire your first team. Hiring remote employees is not as challenging as you think. Agencies like HOPLA provide companies the assurance that their remote workers are monitored and trained to provide outstanding output for clients. Give us a call today and let us talk about how we can help your business grow.