The 4 Things Recruiters Should Do Before Hiring Remote Workers  

14 December 2018:

From a recruiting perspective, remote hiring is both a challenge and an opportunity. The ability to source globally means a larger talent pool, yet the prospect of finding a team member who can work effectively away from the office is daunting. However, ready or not, the reality of remote work as a common option approaches steadily, with Upwork’s “Future of Work Report” predicting at least 38% of full-time employees will work remotely within the next decade.

Accessible internet and the rise of workflow applications have made remote working an increasingly feasible option for companies looking to save money and/or build a global team. In spite of these positives, the challenge is clear: find a new worker who will be engaged, despite the distance… as employee engagement is a top concern, even with on-site staff.

However, the success or failure of a remote work program has more to do with the company than the candidate. Assess an applicant all day, but if an organization doesn’t have effective communication or onboarding, the likelihood of growing a motivated remote team is slim to none.

Managing remote teams comes with a unique set of dynamics that can be quite different from managing in-house teams. Therefore, the processes for recruiting, onboarding and managing these teams must be designed to account for the distinct characteristics of the practice. As remote hiring becomes an important part of a company’s talent acquisition policy, businesses need to learn how to balance the potential downside of this approach with its obvious benefits.

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Source: Smart Recruiters

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