6 Tips for Hiring Remote Workers: 2023

6 Tips for Hiring Remote Workers: 2023

Published By Dakshyani

Highlights: Why hiring remote workers is important:

  • 2022, Remote workers have become a boon to today’s corporate world.
  • The office running cost has been reduced. Less expense on food and logistics.
  • Candidates at home are observed to work in a more focused manner.
  • Remote workers tend to submit work on time than onsite employees.
  • Companies get extra working hours from remote employees if the work is not up to the mark.
  • Break-time has been reduced to only food time. Employees experience more efficiency at work.


1. Identify the Ideal candidate

 When you hire, any position's job description attracts a candidate to the role. The job description will be an inclusive demand of quality and quantity. Candidate must be asked for crisp technical knowledge. With that, they must know how to work under pressure or say, present work before deadlines. Technical knowledge with the usage of tools will give you a heads-up on his/her grip on the subject. This helps you in the identification of the ideal candidate for a remote worker's job. On the first hiring call, the candidate's confidence must be checked. While he/she presents with n no. of experience, you know they can work under pressure too, plus submit work that includes technicalities. A responsibility check is important. Jobseeker responsibility identification will let you understand if, in need, they feel completing the task is more important to log off on time. The trustworthy candidate is the ideal candidate for remote workers. 

There are needed duties for HR and team leaders, which will be mentioned in the later part of the blog.


2. Technology to interview

technology to interview

Microsoft Teams, Google Meet, and Zoom mainly have given a helpful user experience to all recruiters as they had to onboard remote workers since COVID-19. We all know that video call looks like an office ambience and pull off work efficiently. Weekly meetings, fortnightly meetings, work presentations, work progress, and following up immediately can be conducted by these 3 apps. The whole office training can be conducted in Zoom. People logging in and logging out can be tracked in Teams. You can keep your status depending on the work you do. Candidates can quickly share screens on all the platforms. Team members’ point-view can be noted down during the call. Recruiters can step forward and record the video during important meetings, or can say to re-watch meetings. During remote workers' jobs, we do not get the luxury of sorting queries personally, hence when we get time, we record them for our reference.


3. Skills-based tests

Skills-based tests


Recruiters stepping into another round with candidates must take the skill-based test. Let how much ever the candidate seems confident regarding the work, there must be a skill test. All professions have something or the other technicalities to perform and onboard the lead here at this juncture. Only the team lead will be in the best position to provide the technical assignments. The assignment must be judged by the same. First, the team leader gets an idea of the work of the remote worker. Second, the candidates have a live example of the job description he/she was introduced to. Skill-based tests with a specific time give you another heads-up regarding the candidate's work submission. The timings, creativity, efficiency, presentation, and unique side of the candidate are showcased through this step. Both the parties involved here get an idea of the improvements in the interview.


4. Ask the Right Questions

  • Can you be available at the specific office times?
  • Are you comfortable with the shift you are allocated to?
  • Do you see a good future with the company?
  • What do you think about the concept of the company you are joining for?
  • How are you going to contribute through your skills to the company?

Asking questions around the company takes calls on their ownership in joining. How closely they have imagined themselves in the space. Only if they’ve invested in the thought process, they will be able to answer the above questions. Jobs with remote work demand trust, and it’s important at every step of the interview that trust is built. Kindly note, this trust-building is both ways. Let the candidates ask questions too. You'll understand the concerns they have and their interest in joining.


5. Redefine Hiring Process:

In many cases, we’ve observed that companies haven’t even started with remote worker policy. Recruiters must redefine their policy of hiring. There must be room for remote workers to support companies’ growth worldwide. In this digital era, talents are worldwide, and having a policy helps you widen your geographical boundaries. Candidates from different cities and different cultures can support your business with their talent. All we have to do is create little room for all. Companies must encourage remote workers to visit the official site of work twice a year. This will build a connection between the offline team that already works from the office. Quarterly recruiters must reinforce hard work with appreciation gifts couriered to the employee’s location. As they do not meet onsite people regularly, this makes them feel heard and noticed. Also, this encourages them to perform better. In the policy, there must be one on one with each employee that will redefine themselves to the company's goal. Appraisals and feedback make any remote worker feel like the extended limbs of the company. HR must always be available, especially for remote workers, to solve any issues on time.


6. Amazing Interview Experience:

Amazing Interview Experience

Candidates’ first & foremost interaction happens with the HR of the company. The talent acquisition team must give remote workers the best interview experience. Interview space should feel safe and away from all bullies. Candidates, even those not selected, must consider you as a mentor from the beginning. The interview is a combination of knowing the other person’s skills, making them acquainted with the job descriptions, and reminding candidates if they are missing out on something. In the end, if they fail to meet the expectations, inform them of what they can improve next time. Candidates take this learning seriously, as the feedback came in their best-trying mode. In case, the recruiter meets the ideal candidate in the interview, he/she will have a respected base beforehand. In a company, to receive the likes of all is rare, and to do the rare is the trend today.