More and more companies are turning to outsourcing as it provides an efficient way to get work done without breaking the company budget. There are a lot of benefits on the employee’s side as well, which is why remote work has began to gain popularity. Some have taken to project-based coding classes and other self-improvement seminars in order to enhance their current skills. But as an employer, it can be hard to make sure that you’re hiring the best of the best—especially when it comes to finding remote talents. There are, however, a few ways to get around it all.
1. Know what you’re looking for.
Sure, there’s a particular position in the company that needs to be filled—but what exactly are the skills you would want someone in that spot to have? It’s much better to specify these things so that those who may happen to see the post about your job recruitment would know if they fit the bill or not. A general job ad may not exactly weed out the number of people applying and can become a burden on the part of the recruiter. There are a few key considerations to look out for when hiring remote talent.
What skills do they need?
It is necessary to specify what particular skills are needed for the job. If, for example, the job requires specific programs to be used—such as a Video Editor for a creative digital agency—then these software must be listed. For an editor, a company may, for instance, prefer Adobe programs to be used since the other programs being used by the firm are also Adobe. This allows for efficiency when connecting the newly-hired members to those who are already working in the company.
How much experience do they need?
Certain jobs require more experience than others. It’s up to you as a recruiter to understand what level of experience you’re looking for. Some jobs can take on little to no knowledge in the field, as in internships, since this allows for more training. Other jobs may need at least a year or so for experience as it would need heavy work. Still, it’s important to keep in mind that even the experienced ones may need a little training. Likewise, those who have little knowledge in the field may also surprise you.
Are they aligned with the values of the company?
Values may not be the top-of-mind consideration when it comes to hiring. Often, more importance is put on the skills and experience aspects. The thing is, even the most skilled remote hirees can end up quitting if they are unable to fit well with the views of the company. Try giving information about what the company stands for in the recruitment advertisement. That way, potential employees will know what they’re dealing with. They can decide then and there if the job is for them, likely saving the possibility of recruitment and then quitting after a few weeks—which would then cause another need for hiring.
2. Know when to hire.
In line with the actual need to hire, a good recruiter would know when to do so. Perhaps you’re an entrepreneur who is used to dealing with everything by yourself. Or maybe you’re a digital creator who writes, edits, and records videos for your channel. Either way, you may believe that you have everything under control. But when you’re starting to miss your own deadlines, or when it all starts to take a toll on your mental health, it might be a sign to hire someone for remote work. You would have to know your company and the way it runs from the inside out in order to truly understand the right time to recruit.
3. Understand how the different job platforms work.
There are many different platforms for job postings when it comes to looking for remote work. Social media can be considered as one, although it doesn’t always have the right filtering or guiding options for protecting yourself or the potential hiree. It might be easy to post a job ad on Facebook, for example, but there’s no guarantee all the time here. Platforms such as Upwork may be a better option since there are stricter guidelines as to the application process. It’s important to know how to navigate it in order to ensure that you’re doing it correctly and safely.
4. Consider portfolios and references.
Portfolios—at least for more creative tech work—and references are a good way to gauge the potential employee’s skills. You can think of it as evidence of sorts that proves the hiree’s knowledge and experience. It can be quite taxing to have to look through portfolios or track down references, but it’s a sure way to see what you’re dealing with.
5. Be sure the pay is justified.
Make sure that the salary you’re willing to give is aligned with the amount and type of work you’re looking for. Veterans of remote work would know their worth when it comes to being paid, and so you could potentially be pushing away talented individuals by not offering the right amount of money. Try to canvas for the regular rate, or be ready to negotiate.
See it from the other side.
All in all, trying to put yourself in the potential hiree’s shoes is a surefire way to understand the best way to recruit talents. Many of the best remote talents have a lot of experience when it comes to dealing with outsourcing, and so you as a recruiter must try to match this as well. That way, you would be able to hire the right person for the right job.
