Remote hiring opens dozens of doors, not only for those on the applicant end of things, but also for those on the hiring end. From being able to hire the best talent for the job to being able to cut back on operation costs, remote hiring is the way of the future (and for those that are smart enough, the way of the present!). Keep up with the times and keep your team the best that they can be by transitioning to remote hiring if you haven’t already.
Ready to dive in? Here are three simple steps for when you decide to start hiring remotely. That’s right, it really is as easy as one, two, three!
To best prepare yourself and your employees for the transition to remote working, familiarize yourself with some of the most commonly used remote team apps. These will be your main means of communication when working with a remote team (in addition to email and phone calls), so the more you can master them, the better off you will be. Five of our favorite remote team apps include the following:
Slack: A real-time messaging, archiving, and search tool that allows users to make use of multiple chat channels and direct messaging. Slack users can also “pin” important conversations, update their status, and make audio calls through the app.
Trello: Trello allows users to create boards, lists, and cards to organize and prioritize projects. This app is particularly useful for teams with multiple hands on any single project.
Zoom: The #1 video conferencing and web conferencing service. Users can use Zoom to hold video meetings, video webinars, “Zoom Rooms” (collaborative digital conference rooms), and engage in cross-platform messaging and file sharing.
Google Drive: Google Drive is the most common way to share files between employees, allowing entire teams to view, edit, and update documents and spreadsheets. Google Drive also serves as a sort of digital hard drive where remote team members can upload and download various files.
Basecamp: Basecamp organizes projects, internal communications, and client work. Basecamp’s largest claim to fame is its ability to centralize everything a remote team uses into one organized place that is available to access at any point in time.
Once you feel confident with remote team apps, begin creating remote schedules for your in-office employees. If you’re hesitant to have them immediately work remotely five days a week (assuming they hold Monday through Friday positions), then begin the process by having them work remotely one, two, or three days a week.
When you start off in this manner, it will give you the time and experience you need to work out any kinks in the system. For example, maybe you’ll find that you’ll want to readjust deadlines for a remote worker, as his or her hours may fluctuate on a daily basis.
Once you’ve streamlined your team’s remote setup, then it’s time to allow your employees the amount of remote days that both they and you agree upon. Providing your employees with flexibility and freedom will not only empower them to do better work, but it will likely keep them with the company for longer as they’re able to create healthier work-life balances for themselves as remote workers.
If you’ve made it to this third step, then congratulations, because you’re practically there! The only thing left to do? Begin hiring remote employees for the next positions that open up at your workplace. Make sure you include all the same information you would include for an in-office position posting in your remote position posting, as well as the time zone you’re headquarters is based in, as well as what you expect from a remote worker.
For example, are there specific hours that you want your remote employee to be accessible via phone, chat, or email? Will the remote employee have a quota of assignments to complete every week? How much workload flexibility comes with the position (is it full-time with benefits? Or is it part-time?).
Once you’ve begun receiving applications for the remote positions, you can then begin the hiring process by conducting a remote interview. (Learn what to ask during a remote interview here). And the rest, as they say, is history!
Originally written by Chelsey Grasso for Remote.com