Best Tools to Evaluate Remote Hiring Tips

1. Social Media Platforms

The researchers have proved that nine out of ten companies use social
media to hire or source candidates. They use social media as the main
tool when they look for work. That means your organization’s presence on
popular social media platforms like Facebook, Instagram, Twitter, and
LinkedIn is also very important. When you post something on social
media, sharing is most important.

2. Employee Referral

Your existing employee referral can also be used for remote hiring
right candidates. Employee referral is one of the best ways to recruit
new employees. It can be a cheaper and fast way to hire employees.

3. Meetup Groups

Remote hiring is focused more on global recruitment rather than
recruiting local employees. However, there may also exist some efficient
remote local employees. The use of some local meetup groups in your
local area can get you a success rate.

4. Remote Job Portals or Sites

There are plenty of remote job boards and sites that specialize in
sourcing remote employees. Some of the popular, trusted, and suitable
sites include FlexJobs, Upwork, WorkInTech, and many others. These sites
have qualified, experienced, and verified remote employees. The list of
these employees can help the recruiter in evaluating their
reliability.

5. By Advertising on Your Company’s Website

You can advertise for recruiting remote employees on your website or
blog. By using remote recruitment tools, you can attract efficient and
relevant candidates interested in your brand. In this way, your site can
be a great tool to hire an efficient employee.

Some Essential Qualities to Hire Remote Employees

Some technical or specific skills of the remote employees depend on
their role, but still, there are some essential and basic skills that
remote workers should possess are listed below:

1. Good Communication Skills

Good communication is an important and essential skill to manage the
work for a remote working team. Organizations always want to hire an
employee who can communicate effectively. Testing of communication
skills of your remote employee is an essential step. You can either ask
a few sets of questions for this or take a test as well. The questions
that you can ask maybe:

• Tell us something about yourself.
• Tell a reason due to which you want to switch your
  organization?
• Describe a situation when you have influenced your manager and been
  appreciated by your employer.

Regular communication and collaboration is an important aspect, and you
can ask your employee for the same.

2. Organizational Skills

Remote employees may have to work unsupervised or with lease
supervision, so they should be highly organized. It may require high
prioritizing and managing skills. You may not be able to manage the
things if someone drops the email at the 11th hour about non-completed
work. To test their organization skills, you can ask the following
questions:

• How can you prove your perfection?
• What will happen if your subordinate or teammate asks too many
  questions and your work gets hampered?
• How do you prioritize the tasks?

3. Reliability

For any remotely working employee, trust is the foremost aspect.
Sometimes, this may be difficult to judge, and you may have to believe
in your employee’s reliability. You can assess their pre-employment
skills through some assessment tests. Here are a
few open-ended questions
that can help you in testing the employee’s reliability:

• What will you do if you have to speak for yourself in an
  unfavorable situation?
• How did you admit your mistake ever in front of your coworkers or
  colleagues?
• How did you handle the time of your failure?

4. Technical Skills

If we are talking about a remote working environment or remote employee
for any job role or profile, the employee will have to be tech-savvy. If
your organization uses any specific tool or program, you can test the
employee to assess his technical skill. For example, you can test the
remote employee when hiring whether they can communicate through Slack
or not, or he can operate or work on Google Docs, Github, or not. These
technical skill tests can prove and judge their ability.

5. Self-Motivated

There is nobody around for the remote employees to look and check their
work, so they have to be self-motivated. The remote team you are going
to build has to complete their jobs, so they should be able to develop
new and creative ideas. The employees should have critical thinking and
creative minds to conduct their job.

You can assess your
hiring team member’s
skills by enquiring them about their most preferred management and
working styles. If they are okay with minimal supervision, they can be
the perfect fit for your remote team. You can ask the following
questions to assess their efficiency:

• Can you work alone or want to be part of the team?
• What are your career goals?
• How do you keep yourself motivated, especially when you have a
  non-motivational teammate?

6. Self-Discipline

To
manage a remote team
or staff, self-discipline is of utmost importance. It is all about
minimum distraction and completion of the assigned work or task. You can
assess the employee’s self-discipline by asking them about their work
routine and how they handle their distractions. The candidates should
make sure how they handle the work during the strict deadline.

7. Adaptability and Flexibility

You can allow flexibility and autonomy to your remote employees as much
as possible. However, some basic and necessary structure is still
required. Like you can assess the employee’s performance weekly or
monthly or once the assigned task gets completed. In this way, you can
organically maintain and manage employee’s interest and their
work.

However, to assess the adaptability of the employees, you can ask some
questions like given below:

• If you have been working on a project for a few days and suddenly
  you are being informed that requirements have been changed, how will
  you manage and handle the new requirement? What will be your
  reaction in such a case?
• If you and your teammates are working in different time zones and
  have to conduct the meetings, how will you cope with that?
• If you are asked to complete any task in any predefined way, how
  will you achieve it?

8. The Way to Respond to Feedback

You may have to ask to modify the work done by your remote employees
when you will not find their work up to mark. It may look awkward for a
remote working environment if you ask your skilled remote staff to re-do
any task. You can test the candidate’s ability to handle criticism by
asking them how to handle the task when they fail to do it. For this,
you can quickly assign a short and critical task and give them feedback
to check their way to handle it.

Pros and Cons of Tools to Evaluate Remote Hiring Tips

So far, we have highlighted some of the popular and successful ways to
hire remote employees and assess their skills. There should be several
sorts of assessments that you can perform for remote employees, but any
thorough evaluation also depends on the job profile requirement.

When you
hire a remote employee
for your team, there are some pros and cons, and in our next section, we
will discuss the same. Let us discuss the same through the following
points:

Pros

1. To Widen the Talent Pool

While
hiring remote employees, you do not have to recruit the employees only from your nearby place.
Instead, you will have to recruit them from the global environment.
Suppose your firm is seeking talent with high-level skills with some
specific qualities. In that case, it may be challenging to find
precisely matched skills as there are several employees with some
similar qualities.

2. More Engaged Team Members

Some organizations may feel that they may not control their remote
employees efficiently and avoid hiring them. They may suppose that
remote employees may decrease their work efficiency. However,
practically this may be different. Remote workers may even show higher
engagement and productivity.

3. Low Business Cost

The remote team may decrease the operational cost of the business.
Several costs like office rent, travel cost, or equipment cost. By
hiring a fully remote team, you can eliminate the entire operational
cost of your business. However, if you work with the mixed model in
which some employees work remotely while others work from the office,
you can limit the business operating cost. Reports have been proved that
Cisco, like a large organization, has saved even $277 million through
this business model.

4. Flexibility for the Employees

In addition to the employers, the remote working or virtual working
environment also offers advantages to the employees. The employees can
create their working environment and create a better environment for
working. Such a relaxed working environment may reduce the employees’
stress level and save their commute time and money.

5. Diverse Workforce

Organizations can use several tools to evaluate remote hiring across
the globe, enabling businesses to hire their teammates from large
geographical areas. It can expand the team size and add several skilled
employees from different geographical regions. This way, you can bring
new prospects and add more opportunities to your company.

Cons

1. Less Collaboration and Interaction

By building a remote team, you can lose certain things like
brainstorming sessions, team meetings, and work away days. You can also
limit social interaction and build the relationship in this way. It may
sometimes make it difficult to maintain a unique work culture. However,
if you want to create some remote employees’ opportunities, you can
organize some events or plan some general interest channels. In this
way, you can increase the communication among employees, and they can
get the chance to interact with each other.

2. Communication Hurdles

One of the commonly seen issues of the process and tools to evaluate
remote hiring processes is less communication among organizational
employees. To increase and enhance the communication among employees,
you can organize regular team meetings or plan some weekly activities.
The team members can discuss their problems and discuss their
communication as well.

3. Technical Issues

Remote work completely depends on technology. While working remotely,
there may be certain times when there may be some technical issues. You
can reduce such cases by planning the activities and providing your
employees with basic technical equipment like laptops or Wi-Fi
connections.

Final Words

Here we have covered all crucial aspects of hiring remote employees.
You can use several tools and technologies to evaluate or assess the
remote employee’s skills. You can consider these points if you are going
to
hire remote workers. During a pandemic, it has become essential to hire a remote workforce
and complete the tasks effectively. You can use some of the best tools
to support your remote hiring process.

Supersourcing
can be an apt platform to find the right talent and evaluate remote
hiring candidates. The platform provides you an option to get the right
individual developers or an IT agency to hire them remotely.