曾经是20年初的梦想是什么TH.世纪现在integral part of modern life. I bet your grannies could have imagined working for a company situated in the other part of the world. But now work at a distance won’t surprise anybody. However, such shift on the job market implies some changes in HR workflow. Let’s take a look at the differences in hiringremote employees和内部员工。

为何偏远?

When you face the shortage of local specialists, you can hire one from abroad. For example, Scandinavian countries lack IT specialists that’s why they either outsource their tasks or make relocation offers to foreigners.

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If you have to find workers for short-term projects, it’s better to hire remotely. When the project is over, you’ll have to fire that person, which may affect company’s reputation.
远程员工更加独立。他们要求监督减少,因此该公司雇用较少的管理人员来控制工人并节省资金。

Job Description

This rule concerns both in-house and remote employees – be as precise as possible while writing a job description. If you don’t explain a candidate the responsibilities, you can find this person completing the task in a wrong way.
这是当远程工作人员的独立性可以反馈给您时。把你的想法清楚地避免误解。
And a candidate sees a detailed description of the work, he/she is more likely to answer you.

Soft Skills

One of the mistakes HRs make while looking for a remote worker is that they do not even try to imagine what type of person they need to hire for remote work, and actually what are the main features of a person able to work efficiently on distance.
想想软技能。不要寻找一个独立的团队球员。听起来像矛盾。你真正需要的是一个有以下技能的人:

– self-motivated as remote workers do not receive much support from managers and team members;

– good written communicator (because they will mainly chat in messengers);

– reliable (If a person doesn’t feel like trustworthy, how can you entrust business matters to him/her?).

面试方法

The fact that you’re looking for people to work remotely doesn’t remove the necessity to interview a candidate face-to-face. Luckily, modern technology allows you to do so – video calls are at your disposal. But before that, there are some other ways to check the candidate – email and phone interview.
电子邮件interview may seem weird at first sight, but it has a few advantages. You can test this communication channel, how fast your future employees react to messages, and if they can answer the questions coherently in a written form. Arrange a phone call if you want to test candidate’s ability to answer logically and showcase verbal communication. Use Skype for check out behavioral factors – emotions, cultural compatibility, etc.

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Right Questions

The number of questions you ask is approximately the same, but they are different in content.
偏远工人的问题旨在了解他们是多么独立,如果他们有动力,他们的主要动力是多么独立。在这里,您必须打开内心心理学家,感受到在家中工作和留​​在家里(逃脱工作)的意图之间的微妙区别。

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It’s important for you to understand their organizational and planning skills because the chance of a missed deadline among remote workers is higher. Ask about the work environment where they are the most productive, what planning approaches they would advise to cope with the tasks.

奖金和津贴

尽管是偏远的工人,但这些人仍然是你的工人。如果他们表现良好,他们应该得到奖金。要引导所需的专家,您也需要提供津贴。
他们收到的“饼干”可能与内部成员有什么不同,但它们绝对不会拒绝休假和度假信用。了解候选人的利益,以尽可能地个性化他们的津贴。这将是双方的双赢交易 - 你对工人的关心越多,越是雇用忠诚员工的机会。

Time Difference

当他们第一次需要雇佣远程工人时,一些人力资源管理人员完全错过了这一点。根据您雇用时区的职位可能是优势和缺点,因此不要忘记询问您的潜在候选人,他们居住在哪里及其首选日程表。

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What you need to know is whether the working hours of in-house and remote worker should coincide or overlap would be enough. On the other hand, time difference plays into your hands, as the company gets a chance to operate 24/7.

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为什么在房子?

如果您找不到所需技能集的专家,您可以通过投资于年轻人的教育来审查贵公司。
远程雇员通常是发现在两个工作or more projects, so there is always a chance they’ll leave. Thus, hiring an in-house staff for a long-term project feels more reliable.
您每天都看到内部团队成员,因此他们更容易管理和控制。

Job Description

You can be less strict with your demands. I don’t mean you can write a vague description full of empty words saying nothing about the job. But in case of an in-house worker, you can leave out subtleties. If a candidate doesn’t know some peculiarities of the work, you can always count on team members – they will help out a novice. If a person is willing to study, he/she master the necessary skills during the workflow. It won’t go with a remote employee – you are looking for full-fledged specialists.

Soft Skills

Of course it depends on the position, but generally, a person you are looking for must be a team player since he/she is going to become a company member and share company’s values.
If you look through vacancy descriptions, you’ll see that the majority of them demand a candidate to be active. The extravert-based approach is, firstly, discriminating, and secondly, such narrow-minded approach may lead to conflicts. Even two strong leaders in a team can be too much. So, think twice before including word “active” into a vacancy description, and be more precise with what kind of activity you demand from a candidate – able to work or able to rule.
Written communication isn’t that important for an in-house employee. That’s where we typically demand decent presentation skills.

面试方法

Here HR specialists don’t need to apply all the variety of interviews to test a candidate’s skillset. Sure, you can write emails, but you won’t pay that much attention to this type of communication – companies prefer face-to-face communication. (However, I know that some HRs won’t agree with me saying that writing shows if a person can put his/her thoughts logically).
Thus, the procedure includes CV screening, phone/Skype call and face-to-face meeting(s). Some companies also prefer to hold testing days so that a candidate could meet the team and get acquainted with real tasks. This method also is fine to see if people will find a common language and their work will be conflict-free.

Right Questions

In-house team members realize managers will control them, and they won’t be able to act a maggot. Even if they are, it won’t last long. So, in this case, it’s better to concentrate on other aspects such as teamwork. Ask about candidate’s experience of team success or failure, or if he/she can mediate disagreements.

奖金和津贴

薪水是不言而喻的,但你不能只吸引或保留一个顶级人才。你必须提供津贴。在内部工人的情况下这些是什么?
Having a beautiful office with pets influences a company’s brand, but not a candidate’s choice. Would you agree to work for a company just because of elaborate design? I’d recommend staying away from indicating this as a perk. Let it be a pleasant surprise.

还阅读:4策略为令人垂涎的员工津贴为您的公司成本较低

如果您的候选人强调他/她希望学习和发展技能,您可以提供研讨会和额外的教育活动。语言课程也是一个好主意。
还在寻找“活跃”的人?例如,不要忘记提高这项活动,例如运动。为他们提供健身房会员。
Team players need engaging team building activities. Games, picnics, pizza parties – it’s up to you and your company what to choose. Just help people make friends with their colleagues.

Time Difference

没有内部员工的问题,因为时区对他们的工作没有影响。但是,灵活的时间表可能部分相关。询问候选人你的意思是什么意思 - 如果工人可以在他们想要的时候离开,或者他们只是选择在办公室工作的最方便的工作时间(从8到5或11到8)。


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关于作者

Julia Kravchenko是一个合作伙伴和人力资源副总裁IT staffingcompany Qubit Labs, with 10+ years of experience in hiring software development talents. She dedicates her free time to reading tech news, writing articles about outsourcing, IT staffing, remote working and internet marketing.