Description: The whole world goes online, and there are more opportunities for virtual recruitment. What is the correct way to hire an employee in this format? What mistakes to avoid? We will tell you about it.
Most of the companies came out of quarantine in a new work format. Transferring our teams to remote work was challenging for most of us, but the job market has changed dramatically after a few months of working from home. Remote work has confidently entered modern business practice thanks to digital technologies, and this trend will only gain momentum. According to forecasts, by 2028, 73% of companies will include remote work specialists.
Are there special rules when hiring employees to work remotely? What misconceptions should you avoid? In this article, we will tell you everything about top mistakes in virtual recruitment strategies.
You Take One Employee for Internship and Hope for the Best
Hiring a mid-level employee on the first try happens in one out of six cases. Hiring a specialist for a managerial position is achieved in one case out of 15-20.
Therefore, when you invite one employee for an internship and stop searching, you risk losing time and opportunities. Never settle for less; strive for recruiting great candidates. Take several people for an internship at once and choose the best one. During their training and probation period, you will compare their positive qualities and find the best option.
You Use One Control Point per Week
To understand the work pace and the effectiveness of a new employee, you need at least three control points per week. Otherwise, there is a risk that they will do something completely different from what you expected, will perform the task unsuccessfully, or be completely confused and leave.
Even if you think you’ve got the perfect remote job candidate who understands everything, you still need to control the process. Your new employee needs a constant opportunity to contact you and ask questions. This will increase the chances that this person will continue to work with you successfully.
You Waste Several Days on the Wrong Candidate
This is exactly the result of the first two points not fulfilled. Calculate one-day costs for a newcomer to work at the company and take into account the time of all employees and resources for searching and interviewing. Usually, it is about 15% of the employee’s monthly rate.
Therefore, always communicate a lot with the potential employee, consider several candidates, or try recruitment agencies for better results.
You Do Not Check Them for Freelance Effect
Here is one of the most popular recruitment mistakes. If you are hiring a person for long-term work (and not for a one-off project), it is worth making sure that you, too, will be the only one for them. It’s like starting a new romantic relationship: you need both partners to be ready for this form of interaction. Carefully get to know the person, ask questions, and be open.
If a person is just freelancing, and you want full involvement, it will not work out. You will only waste your time. The only option is to agree in advance that the freelance ends in a couple of weeks, as soon as you realize that you are suitable for each other.
You Ignore Personal Qualities and Self-Organization
Not all people can work effectively outside the office, simply because of habit and their characters. Therefore, when hiring or transferring an employee to remote work, it is important to understand how ready and capable they are for it, request recommendations from past jobs, and portfolio (for certain jobs). For example, some people may just need an office atmosphere and a book of Ra break to get involved in work and are unable to work effectively at home. So, in your interview, be clear about that first.
You Don’t Think About Sense of Responsibility
This aspect is also based on the personal qualities of a candidate, but it can be controlled by clearly specifying the final results. It is important to link the motivation of such an employee not to the process, but to the result.
Here is one of the best virtual recruitment strategies. You should not think that all employees, having received the opportunity to work remotely, will be loyal to the company only because of the freedom provided. You should build a transparent and unambiguous motivation system that works effectively for the company and your employees.
You Tell New Employees Everything about the Company
You shouldn’t tell a potential employee right away, whether things are going well or not, about the reasons for firing other people and about plans for the next five years. New employees simply do not need this, and besides, they can draw the wrong conclusions.
Thus, you are only wasting time and endangering the safety of the company. A person who has spent a week with you or has not completed an internship does not have to keep all your secrets. After all, they can go to competitors and give them all the details, plans, and ideas they’ve learned.
You Expect That People Will Learn New Technologies on Their Own
You can never just believe it, even if you see their impressive worklist. Many people think that they already have enough knowledge. Many, considering themselves experts, no longer want to learn or have no desire to learn something specific. However, technologies and processes are being transformed every day, which applies both to remote recruitment and office work.
If people do not show a desire to learn, their previous achievements do not say anything. Therefore, if your candidate does not have a complete set of the knowledge you need, be sure to ask them a question about the desire to develop. If they don’t make sure, you probably shouldn’t be wasting your time (even if the candidate is otherwise pretty good).
You Think That the Candidate Has Chosen You and Is Not Going Anywhere
In general, this is one of the most common mistakes in employing people, especially when it comes to virtual recruitment. You may even have experienced it before. Well-qualified experts always have several job offers. And they can be interviewed by several companies at once. Even if you have agreed on something, it does not mean anything until it is confirmed by the contract. You shouldn’t have any expectations. The first period should be a test one, allowing a person to explore your project and become a part of your team. But once you understand that this employee is right for you, make it official.
Thus, the main mistakes in hiring remote employees are an inadequate estimation of a person’s professional and personal qualities, their ability to work remotely, the wrong management style, and an incorrect motivation system.
We have shared the most common mistakes when recruiting a team for remote work. We hope that these tips for recruiting will help you improve the productivity of your company.
What is the most important thing for you when hiring an employee remotely? Please share your experience in the comments below.
This article was written by Thomas Glare who is also a Human Resource manager. He understands the need to make his department efficient and he uses his articles to enlighten other people about the same. Besides that, he loves reading about the latest technologies, especially those related to work efficiency.
I agree, hiring remote employees comes with its own challenges. Hiring employees like we would for an in-office position is asking for short and long term problems.