Remote Hiring: advantages, best practices, and overcoming challenges

Remote Hiring: advantages, best practices, and overcoming challenges

There's no doubt the pandemic shifted the way companies hire and manage employees. As workers transitioned to remote work in droves, this major adjustment has become a new norm for many. With more companies planning permanent transitions to at least partially remote work, it's imperative to take a closer look at the advantages of remote hiring. If your company is shifting to some degree of remote work, this guide provides tips and best practices for integrating your plan.

Advantages of remote hiring

Adjusting for remote hiring has a lot of perks for businesses—and employees. Here are just some of the advantages of hiring remotely:

Expands the talent pool

Remote hiring allows your organization to tap into a global talent pool instead of limiting recruitment to one location. With online job boards, hiring tools, and recruiting resources, employers can broaden their searches to find the best and brightest candidates from different areas of the world. The ability to expand your search means more access to a diverse range of skills, perspectives, and experiences that can add to the growth and development of your company.

Supports diversity and inclusion

Even partially remote roles can support diversity and inclusion by removing the barriers that often come with traditional office settings. You can attract and hire individuals from different backgrounds, cultures, and abilities, helping build a well-rounded and diverse workforce. This diversity brings different perspectives, experiences, and personalities together to offer effective and innovative problem-solving approaches and drive growth.

Boosts employee satisfaction

Offering remote work options also leads to better employee satisfaction. Remote and flexible work allows people to create a better work–life balance and offers a degree of autonomy. The combination of flexibility and independence results in higher productivity and performance. Employees who work remotely at least some of the time can create environments that support their happiness and overall well-being, which directly affects how satisfied they are at work.

Overcomes limitations

The real beauty of remote operations is the ability to overcome limitations such as geographical and commuting challenges. A remote and flexible work culture eliminates the need for employees to physically show up at the office. This gives you more opportunities to accommodate people with unique needs who might otherwise have difficulties working in an office.

"Remote hiring allows your organization to tap into a global talent pool instead of limiting recruitment to one location."

What to consider with remote hiring

The way you approach remote hiring is going to differ from the in-person process. For example, the decision to offer remote roles needs careful consideration, especially if you make the position available anywhere. Before diving into remote hiring, here are some key points to review with your team:

  • Remote job requirements: Figure out what the requirements and qualifications will be for remote work versus in-person roles. You might need to look more closely at transferable skills along with the required technical capabilities for these positions.
  • Technology and resources: What technology, tools, and resources are you going to use for hiring, onboarding, and working with remote employees? Get buy-in from management and leaders to determine the most appropriate tools for your organization's unique needs.
  • Scheduling: Determine how you want to structure a remote role, including the working hours and when employees should be available.
  • Onboarding and training: Your onboarding and training practices also need adjustments to accommodate online processes, such as interviewing, following up, and meeting with potential hires.
  • Legal and compliance criteria: If you open remote roles for international candidates, your company will need to understand and adhere to legal and regulatory standards for international employees.
  • Data security: Operating online requires additional security measures to ensure the safety of company and employee data and protect against cyberattacks.
  • Remote management: Managing a remote workforce looks different from in-office management. Your methods of monitoring performance, providing feedback, and reporting should be measurable and accessible for both employees and supervisors.

How to integrate remote hiring practices

Use the following steps for more insight into creating a remote hiring process:

Update job descriptions

When integrating remote hiring practices, update any job descriptions that overlap with in-person roles to reflect the nature of the position. Consider placing more emphasis on traits such as self-motivation, time management, and timely communication. Tailoring your job descriptions to remote work ensures you attract candidates who will thrive in a virtual environment.

Establish remote work policies

Develop clear and comprehensive remote work policies. These might be new policies specific to remote employees that cover working hours, communication expectations, data security standards, and equipment requirements. Communicate these policies and provide resources to address any questions or concerns. This helps you promote a cohesive structure across remote roles you might offer in the future.

Redefine remote interviewing and onboarding

Phone calls and videoconferencing can help make interviewing more personal, with video chats being an ideal way to replicate the face-to-face experience. Create interviews that focus on the unique requirements of a remote role, such as the ability to work independently and adapt to a virtual office culture. Remote onboarding practices might include virtual introductions to team members, access to tools and resources, and instructions for remote collaboration. Prioritizing effective communication early on helps new hires feel welcomed and supported.

Supply communication and collaboration tools

Set up communication tools such as instant messaging, videoconferencing, and project management software to keep your teams connected. Encourage regular check-ins and virtual meetings to support collaboration and maintain team cohesion. Foster a culture of open and transparent communication where everyone feels comfortable sharing ideas and asking for assistance.

Set performance metrics

Remote work requires different performance evaluation strategies. Establish clear goals and metrics for remote employees, and assess progress regularly. Consider implementing project management tools to track performance and productivity. Provide constructive feedback and recognize achievements to motivate remote employees and maintain performance standards.

Overcoming the challenges of remote hiring

Even with plenty of advantages, there are some challenges to opening roles up to remote workers. Here are some common issues and how you can overcome them:

Supporting a remote company culture

One of the challenges of remote hiring is establishing and maintaining a strong company culture. Operating remotely can have negative impacts on feelings of belonging and connection, but effective strategies can help you avoid these outcomes. Prioritize virtual team-building activities, encourage open communication, and create opportunities for social interaction either through your work communication channels or through a private platform.

Communication barriers

Remote communication can also be a challenge. The lack of face-to-face interaction can lead to miscommunication, project delays, and even decreased productivity. To combat this, choose one communication platform for remote employees to use. Set expectations for responsiveness, and train staff on the virtual collaboration tools your company uses. Schedule regular check-ins and virtual meetings to discuss goals and address issues or concerns.

Performance and productivity

Without being physically present, it can be tough to gauge how productive employees are. Set clear performance goals and tie them to the metrics you'll use to monitor progress. Integrate team tracking and project management tools to streamline performance monitoring and encourage self-reporting and accountability.

As remote hiring becomes more common, many companies are finding ways to embrace flexible or hybrid schedules. By expanding to include remote positions, you're opening up new opportunities for your organization to locate, recruit, and retain highly qualified talent.

Get more tips and advice on remote hiring:

Are you posting an open position? Find out how you can increase applications with this one job post change.

Discover what other hiring managers think about work-from-home and what it could mean for your business.

Learn how to manage remote employees effectively to attract and retain top talent.

Previous Article
The cost of a bad hire (and how to avoid one)
The cost of a bad hire (and how to avoid one)

Discover the cost of a bad hire, learn how to avoid a bad hiring decision, and review some common red flags...

Next Article
Blended workforce: what is it and how can you use it for your organization?
Blended workforce: what is it and how can you use it for your organization?

Learn what a blended workforce is, discover its main perks and challenges, and consider some general tips t...

Get inside the minds of 2,800 job seekers and what they want

Download Now