As more businesses see the benefits of hiring remote workers, the number of people working remotely is constantly increasing. For example, a recent study published in the Harvard Business Review found that workers who work from home are happier and more productive.
Remote employment has exploded in popularity due to a variety of factors. Because remote work may not always be in your plans, hiring errors may occur. Being aware of these blunders will help you establish the appropriate mindset when it comes to employing remote workers. To assist you in identifying some, we've compiled a list of 10 common recruiting blunders to avoid.
Not Setting Clear Expectations about the Job
When the organization and remote candidates don't have clear expectations about the position, it leads to confusion and misunderstanding. This might lead to disastrous hiring and a bad first job experience for the new employees.
You can express clear expectations of remote candidates during the hiring process when addressing and solving certain difficulties. Make thorough job descriptions, emphasizing critical details such as working hours, remuneration, and other responsibilities.
Not Posting your Openings on Remote Job Boards
When it comes to remote recruiting, approachable job boards like LinkedIn and Indeed may not be the greatest places to post.
This is since people looking for remote jobs prefer to gravitate toward certain job sites that only list remote opportunities. These employment forums ask employers for specific information, such as target nations and time zones.
Select the most appropriate job board for the remote position you're advertising. Remote employment boards are curated for positions that will only be performed remotely. They also offer critical details, such as whether the employee must be in the same nation as you and what time zone overlap is required.
Not using Screening Tests
When it comes to remote hiring, some talents and characteristics are more important than others. High communication skills, powerful collaborative strength, solid organizational abilities, good time management, and great self-discipline are just a few of these skills.
Furthermore, role-specific skills such as coding or understanding specific software or programming frameworks might be difficult to measure. Screening tests allow you to evaluate candidates based on these specific skills and score them accordingly. If you fail to implement work simulation tests in your hiring process, you may face significant difficulties.
Not Hiring Candidates that Fit the Remote Culture
Although I find remote work enjoyable, I know acquaintances who have a difficult time working from home alone. One of them claims that it is difficult for her to concentrate and establish a decent routine for herself.
Another misses human interaction and believes that communicating with her colleagues via email and chat is "simply not the same." According to a 2017 survey created by Flexjobs, 50% of remote workers were between the ages of 30-49.
The same report showed 58% of remote workers were at an experienced level, while 31% were managers or senior-level managers. Only 11% were entry-level workers.
When applicants choose to work remotely, make sure they understand exactly what is expected of them. You can also utilize culture fit assessments to evaluate if employees are compatible with the company's remote working culture.