4 Pitfalls to Avoid When Hiring Remote Tech Workers

In an ideal world, you would be able to fill every open position in a matter of days by choosing from dozens of highly-qualified and highly-motivated local candidates. Unfortunately, that’s rarely the case—especially when you’re trying to fill a tech position in a specialized niche.

And the more specialized the position you’re trying to fill is, the more difficulty you may have finding the right fit—or even a candidate who possesses half the qualifications and experience that the position demands.

But if you’re willing to look beyond the local talent pool, you’re likely to find a huge number of promising candidates with exactly the skills you need for your business.

The larger your search radius, the more candidates you’ll find—but they may not be onboard with relocating. If that’s the case, hiring the right fit as a remote worker is a great option, but it’s important to be aware of a few potential pitfalls that can put you right back at square one:

  1. Changing anything about your hiring process

    If you’ve had good results from your hiring process—especially things like panel interviews, a specific set of questions, and even meet and greets with other team members—it’s important to stick with those steps when you’re sorting through remote candidates. It’s practically a given that candidates will have access to webcams and microphones in 2017, so don’t be afraid to set up video conferences to help you and your employees get a “face-to-face” feel for the top prospects before you make a final decision.

  2. Failing to test applicants’ skills

    Tech positions can be demanding, especially for highly specialized roles in industries that experience frequent change. Even recent graduates may already be lacking a few crucial skills and knowledge that will be essential for the role they’re applying for. Hiring remotely gives you a greater talent pool to choose from than a local search, but it’s important to avoid being “wowed” by sparkling resumes, CVs, and portfolios. Make sure every candidate proves his or her mettle, whether it’s via impromptu questions during interviews or traditional skills and knowledge tests.

  3. Ignoring red flags while coordinating interviews

    When you hire a remote employee, you’ll be counting on him or her to be as productive, communicative, and motivated as an in-house employee. And while studies show that remote workers are often just as productive as in-office workers, there are some people who will readily take advantage of being hundreds or even thousands of miles away from their bosses. Candidates who are hard to reach, are slow to respond to emails, have poor communication skills, or simply “disappear” for days at a time could prove costly to your business.

  4. Thinking of remote workers as temporary solutions

    Despite the growing trend of hiring remote workers in businesses of all sizes, there’s still a tendency for some managers and business owners to view them as temporary solutions that will ultimately be replaced by “permanent” in-house employees. And while there’s nothing wrong with preferring a staff that’s all under one roof, remote employees can bring great work and productivity to the table while ultimately decreasing your costs.

These are good to know, but if you want to avoid any of these types of pitfalls, that is where TA Staffing comes in. We help you manage your worker needs and find ideal candidates to help with projects, temporary positions, and long-term/full-time roles as well. View our solutions or contact us online for help! 

Posted by Jeff Bates at 9:30 AM
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