A 5-Step Guide to Building a Strong Remote Team

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No one wants to spend their career stuck in a cubicle. The freedom of being able to skip a morning commute and work from wherever, whenever is a dream for most employees. Not to mention, employers increase retention rates and reduce overhead costs (by nearly $11K a year!). So, how do you turn a far-fetched concept into a reality for your organization? Here’s a quick guide to recruiting and hiring a strong remote team.

1. Design a hiring process that works for you

Remote workers are concerned with what they’re getting done every day, not how much time they spend in the office. Make sure that this works for your business. Develop goals organized by week, month, year, etc. These allow you to keep up with your employee’s tasks as well as help them to prioritize their work.

Determine how much time you can invest in each candidate. While multiple openings can be overwhelming, it’s important to evaluate each new hire in-depth. Make sure to include onboarding and training in this estimate.

2. Define what you’re looking for

Pinpoint exactly what you want from your remote staff. Like any other employee, remote workers need a clear set of expectations in order to be successful. The more precise you are about your target candidate, the more likely it is that you’ll be able to find them.

Seek character traits that are a good fit for at-home work. Communication skills are a must. Beyond that, self-starters, continuous learners, and candidates that are receptive to feedback all make for solid remote employees.

3. Create posts that will attract the right workers

First things first, make it clear that the job is remote. It seems like a no-brainer, but sometimes this crucial information can get lost in the shuffle.

Your second priority is to establish that your company is legitimate. If you aren’t very well known, include a link to your website, links to articles written about your company, or any additional information about your founders and executives.

Next, touch on how employees will be paid--salary or hourly. If you skip this piece, quality remote workers will overlook your post altogether.

The rest of your description should list the qualifications and specifications for the position that you determined in step two.

4. Ask targeted questions

There are a variety of ways to conduct interviews in a virtual setting. Between email, telephone, or video chat, establish what you’ll be using on a day-to-day basis and use this for the interview process. It’s an easy way to ensure that your team members are adaptable and aware of how you communicate from the get-go.

In addition to your regular interview, include a few questions specifically about remote work. A few basics include:

Do you have experience working remotely?
What’s your ideal work environment?
Tell me about a situation when you dealt with poor communication in the workplace.

5. Consider a trial basis

The most efficient way to determine if applicants are prepared for a job is to hire them on for a trial. Assign moderately difficult tasks that are similar to what they’d do on a daily basis. Take this opportunity to see how well they communicate, follow instructions, and perform.

The length of the trial is optional. Ensure that you’re giving yourself and the candidate enough time to make an informed decision. While evaluating their abilities, you can also gauge their cultural fit in your organization.

Talent drives organizational success. Making the right hiring decision is crucial to any business, and the stakes are even higher when employing remote workers. Do it right the first time. By following the 5 steps we’ve laid out for you here, you’ll be on your way to a killer remote team in no time.
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