Remote Hiring Mistakes and What You Can Do to Avoid Them

Hiring remote employees is different than hiring onsite employees. Working remotely requires different skills than working in the office.

This is why your remote hiring process needs to differ from your regular hiring process. Otherwise, you will miss key areas that need to be addressed.

Hiring the wrong remote employees results in increased turnover and hiring costs. This is why you must modify your approach to bring aboard the best remote talent.

Discover four common remote hiring mistakes and how to avoid making them.

Not Selling the Job and Company

With more companies than ever allowing remote work, you need to stand out among the competition. This includes pointing out the benefits of the role, team, and organization.

For instance, emphasize your company’s mission, vision, and values. This attracts candidates with alignment in these areas. Also, explain the career growth opportunities your organization provides. Candidates want to see opportunities for advancement when deciding where to work. Additionally, share examples of how your team members work together to reach common goals. Candidates value opportunities to collaborate.

Limiting the Required Skills

Remote employees need different skills than onsite employees. These skills include self-motivation, strong writing skills, and the ability to work independently.

You cannot be physically present while your remote employees work. This is why they require self-discipline to remain focused and productive.

As a result, you must screen for qualities such as communication style and accountability. Zoom etiquette, project updating, and email response time also are important.

Narrowing Your Expectations

You need to keep an open mind about candidates’ skills and experience. They can be adapted to fit the position and your company.

For instance, Slack may be your messaging platform, and Microsoft your operating system. Candidates who use other platforms or operating systems should be able to learn the ones your team uses.

You can use skills tests to determine whether candidates can fulfill the remote job duties and responsibilities. These tests may involve problem-solving or critical thinking for situations related to remote roles.

Not Setting Expectations

Many candidates desire a remote position to work when they want to. This becomes a problem if they are expected to work during regular business hours. The candidates may quit soon after being hired. Then, you would have to start the hiring process over again.

As a result, you must set your expectations early in the hiring process. For instance, be upfront in the job posting and during interviews about the hours and days employees are required to work. Also, mention your expectations for collaborating and reaching goals.

Candidates who are unwilling to meet your expectations can self-select out of the hiring process. This leaves time to meet with more suitable candidates.

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