How to Hire Remote Employees: Building a Global Team

Looking to hire remote employees to assemble a global team? Awesome idea! As someone who’s been working remotely for years, let me give you the download on how to make it work.

Finding talented people around the world gives you access to an amazing pool of candidates. But managing a distributed team takes some special consideration to build trust and unity when you can’t tap someone on the shoulder or meet face-to-face.

With the right strategy, you can assemble a world-class crew that crushes goals while working from home offices, co-working spaces, and coffee shops everywhere. Let’s talk time zones, communication styles, and culture building across continents. Grab your passport and let’s go – your globally optimized team is waiting!

What is a Remote Job?

A remote job enables you to work outside of a traditional office environment. Instead of commuting to an office daily, you have the flexibility to work from home or anywhere else you choose. Many companies today hire remote employees, either partially or fully remote.

Flexibility

One of the biggest benefits of remote work is flexibility. Having more control over your schedule and workspace can result in improved work-life balance and reduced stress. You can avoid the hassle of commuting and take breaks as needed.

Access to More Opportunities

Remote jobs also open you up to opportunities all over the world. You’re not limited to jobs within driving distance of your home. This exposes you to more potential career paths and allows you to find a role that’s the perfect fit for your skills and interests.

Productivity

Some studies show that remote employees tend to be more productive. Remote workers can focus better without workplace distractions and long commutes, helping them avoid burnout. Remote workers also tend to take fewer sick days. This can be advantageous for both employees and employers.

Of course, remote work isn’t for everyone. It demands discipline, time management abilities, and the capacity to fend off feelings of isolation. Nevertheless, for many people, the benefits of remote work far surpass the difficulties. A remote job could be just what you need to improve your work-life balance and open up more career opportunities.

Benefits of Hiring Remote Employees

Increased Productivity

When employees work remotely, they tend to be more productive. Remote workers can concentrate better and achieve more in less time without the long commutes and distractions of the office. Studies show remote employees work an extra day’s worth of hours each week due to lack of commute.

Access to Global Talent

Remote work provides access to a global talent pool. You can recruit the most qualified candidates for the position, regardless of where they are located. This diversity of experiences and perspectives enhances creativity and problem-solving.

Improved Work-Life Balance

Granting employees the flexibility to choose where and when they work results in improved work-life balance and higher job satisfaction. When individuals have autonomy over their environment and schedule, they generally experience greater happiness and reduced stress.

Business Continuity

With a distributed workforce, your business operations can continue even when local events like weather emergencies arise. Remote employees provide built-in business continuity so you can serve customers without interruption.

By embracing remote work, you gain access to top talent around the world, boost productivity, increase employee satisfaction, and ensure your business stays up and running no matter what comes your way. The benefits of hiring remote employees are clear. Why not give it a try?

How to Hire Remote Employees

Develop a Remote-Friendly Job Description

You’ll want to highlight any flexible work options in the job listing and be very clear that this is a remote role. Explore the technologies and tools employed to facilitate collaboration and communication with remote team members. Highlight the significance of soft skills such as communication, time management, and self-motivation, which are vital for remote workers.

Post on Remote-Friendly Job Boards

In addition to major job sites, post on remote-specific job boards like Remote OK, We Work Remotely, and Remote.co. These sites attract candidates specifically looking for virtual roles. Be prepared to receive applications from all over the globe.

Conduct Engaging Virtual Interviews

Schedule video interviews over a tool like Zoom to make personal connections with candidates. Discuss their previous remote experience, work habits, and how they stay productive outside of an office. Request that they guide you through examples of their work and explain how they tackled challenges along the way. Look for candidates that seem self-sufficient yet still value collaboration and teamwork.

Onboarding Remote Talent Effectively

Provide clear and detailed instructions upfront. Send checklists, timelines, and all necessary information well before the employee’s start date. This ensures they have everything they need on day one without needing to track you down for answers.

Assign a “buddy” or mentor to help them navigate company processes and culture. Even experienced remote workers benefit from having a go-to person for questions during their first weeks.

Plan recurring check-in calls or video meetings outside of their regular tasks. This fosters rapport, trust, and a sense of belonging for new remote hires.

Ensure that they have access to the same tools, systems, and resources as in-office employees. Provide training and support for any new software, hardware or collaboration platforms they’ll be using.

Remote onboarding takes more forethought and effort but with the right preparation and support, you can integrate new remote hires into your culture and workflow just as effectively as in-person hires. A successful remote onboarding experience will set them up for long-term engagement, motivation and productivity as part of your distributed team.

Implementing Digital Communication Tools

Effective communication tools are essential for remote teams to stay connected, productive and informed. Here are some options to consider implementing for your virtual workforce:

• Video conferencing: Tools like Zoom, Google Meet and Microsoft Teams allow team members to see each other face-to-face for meetings, trainings and casual catch-ups. Make video conferences a regular part of team communication.
• Project management: Software like Asana, Trello and Jira allow remote teams to organize workflows, assign tasks and track progress in one centralized place. This keeps projects moving forward seamlessly.
• File sharing: Google Drive, Dropbox and Box enable teams to access and collaborate on documents simultaneously from different locations. Store important files, presentations and spreadsheets in a central, cloud-based system.
• Internal communication: Tools like Google Suite and Microsoft 365 offer email, calendars and wikis for sharing information and resources with the entire team. Make sure all announcements and changes are communicated through these channels.
• Time tracking and reporting: tools like Traqq offer an efficient way for teams to monitor work hours, productivity, and project timelines. Integrating Traqq into your remote work setup ensures that everyone remains on the same page with how time is being spent, which is crucial for meeting deadlines and managing workloads effectively.

With the right mix of digital tools, remote employees can communicate and collaborate as effectively as in-person teams. Be sure to get input from employees on which tools work best and provide training to ensure everyone knows how to use the chosen solutions.

Addressing Time Zone Differences

Hiring a distributed team with members in different time zones can be challenging, but there are strategies to make it work:

Have overlapping work hours – While all team members may not be able to work 9-5 at the same time, aim for a core period of a few hours where most people overlap. This allows for important meetings and real-time collaboration.

Document everything – Record decisions made in meetings and share recaps with the entire team. This ensures everyone stays up to date, regardless of their work hours.

Over-communicate – Set a cadence for regular check-ins and status updates. As a team becomes more geographically dispersed, increased communication is necessary to prevent misunderstandings.

Use communication tools – Chat apps, project management software and video conferencing allow team members to connect and collaborate across time zones. Opt for solutions that support members worldwide.

Be flexible and patient – Remember that team members in very different time zones may need flexibility to manage responsibilities during “off hours.” Show empathy towards the difficulties arising from time zone disparities.

Managing Performance and Productivity

1. For remote employees, track performance based on metrics like tasks completed, goals achieved and project deadlines met, rather than the number of hours spent working. This grants team members the freedom to choose how and when they complete their tasks.
2. Define job responsibilities, performance objectives and key result areas in writing. Share these expectations with remote employees and check in regularly to ensure they understand what is required of them.
3. Make sure remote workers have everything they need to be productive, from communication tools to project management software. Remove roadblocks and provide training on using any required technology solutions.
4. Schedule regular check-ins and performance reviews, just as you would for in-office employees. Provide constructive feedback and guidance to help remote workers improve and advance in their roles.
5. Consider allowing remote employees to adjust their schedules based on personal needs as long as their work gets done. Flexibility can help boost morale and productivity among remote workers.

Staying Updated on Remote Work Trends

Stay updated on remote work trends through blogs and social media. Follow publications like Remote.co and Flexjobs. Read studies from organizations like Gallup and Gartner for insights on remote work.

Once you’ve chosen your preferred candidate, extend an offer and initiate the onboarding procedure. Provide resources to help them get up to speed, build connections with colleagues, and feel like a valued part of your distributed team right from the start. With the right tools and management in place, remote employees can be highly effective and help your company access top talent from around the world.

What Should Employers Consider When Hiring Remote Workers?

Establishing Clear Remote Work Policies

Create clear guidelines around working hours and availability. Establish core hours during which all remote employees are required to be accessible and responsive. Set policies for notifying colleagues of planned absences from communication platforms.

Establish guidelines for communication. Determine the tools and frequency of check-ins between teammates, managers and direct reports. Set norms for responding to messages and emails within a certain timeframe.

Outline work from home policies. Specify rules for reimbursing home office expenses, handling work related injuries, and using company equipment at home. Cover policies around work space, distractions and dependents at home during working hours.

Define performance measurement and review procedures. As mentioned earlier, focus on outcomes and results, not hours spent working. Establish clear and measurable objectives that can be consistently assessed for remote employees.

Set up protocols for addressing any issues that may arise. Remote workers may encounter technical difficulties, personal emergencies or conflicts with colleagues. Ensure there’s a plan in place for addressing and resolving such situations.

Clearly communicate and periodically review all remote work policies with employees. Make sure remote workers understand and agree to follow the guidelines to ensure a productive and successful remote working relationship.

Identifying Suitable Roles for Remote Work

Not all roles are equally suitable for remote work. When deciding which positions to make remote-eligible, consider the following factors:

• Autonomy and independence. Remote workers need to be self-sufficient and self-motivated, with the ability to work productively without constant oversight. They should feel comfortable setting their own schedules and priorities as long as work gets done.

• Limited need for in-person interaction. Roles with minimal need for real-time collaboration and in-person teamwork are most conducive to remote arrangements. However, remote employees still need opportunities to interact with colleagues periodically.

• Strong time management and organizational skills. Remote workers need discipline to structure their days, prioritize tasks and meet deadlines unsupervised. They must be proactive about self-managing their time and workload.

• Technical skills. Remote employees should be comfortable using video conferencing, collaboration software and other digital tools essential for their roles.

Crafting Compelling Remote Job Descriptions

Make it clear from the start that the position is fully remote. Highlight the advantages and flexible aspects of remote work. Use language that attracts remote candidates by emphasizing autonomy, flexibility and the ability to live anywhere.

Prioritize outcomes and results over the amount of time spent working. Emphasize what workers will accomplish and achieve, rather than focusing on the number of hours they will work. Highlight performance metrics and key results that will be used for evaluations.

List any technology requirements and software skills needed. Specify any equipment or tools that the company will provide. Specify internet access requirements and expectations for response times to communications.

Be specific about work arrangements. Explain expectations for online availability, virtual meetings and communications. Specify policies around overtime, time off requests and work schedules.

Discuss company culture. Remote employees want to feel part of the larger organization. Describe elements of company culture that can still be experienced remotely. Highlight opportunities for virtual social interaction and collaboration.

Adapting Hiring Processes for Remote Work

While in-person interviews will likely remain standard practice, companies can adapt certain parts of the hiring process to accommodate remote candidates. Here are some tips:

• Screen candidates over video. Conduct initial phone screens and later-stage interviews via video conferencing to meet candidates face-to-face. This helps establish rapport and gauge nonverbal communication.

• Use online assessments. Administer skills tests, personality tests and other assessments online to efficiently evaluate a large number of remote applicants.

• Request work samples. Ask candidates to submit writing samples, design portfolios, code snippets or other work that demonstrates their competencies and abilities.

• Conduct working interviews. Assign candidates a trial task to complete on their own, then discuss their process and results in an interview. This gives a realistic preview of the actual job.

• Negotiate flexible start dates. Consider offering new remote hires a staggered start date that accounts for their personal schedules and logistics.

With these adjustments to common practices, companies can effectively identify and hire top remote talent that aligns with their organizational culture and business needs.

Assessing Cultural Fit Remotely

Cultural fit is just as important for remote hires, though it can be harder to assess without in-person interactions. Here are some ways to determine if remote candidates will mesh well with your company culture:

• Discuss company values. Ask candidates to describe how they demonstrate key company values in their daily work and personal lives. Listen for examples that show cultural alignment.

• Gauge work style preferences. Use open-ended questions to gauge a candidate’s preferred work environment, level of independence, and communication style. Seek those with preferences that match your remote work arrangements.

• Assess communication skills. Have candidates describe a challenging work situation they navigated remotely. Listen for examples of effective virtual communication and relationship building.

• Check references thoroughly. Ask references how the candidate interacts with colleagues, handles ambiguity, and adapts to change. Look for feedback indicating a good cultural fit for your remote work environment.

By focusing interviews on assessing cultural fit rather than just skills and experience, companies can identify remote candidates that will thrive and remain engaged within their virtual work culture.

Creating a Comprehensive Onboarding Plan

Providing a robust onboarding experience for remote employees is crucial to ensure their success from the very beginning. Create a comprehensive onboarding plan that covers:

• Technology setup and training. Make sure that all required hardware, software, and tools are available and correctly set up. Provide training on how to use any new systems or applications for their role.

• Establishing communication norms. Discuss preferred communication channels, availability, response times and meeting protocols to set a rhythm for virtual collaboration.

• Clarifying objectives and expectations. Clearly define goals, key performance indicators and deadlines for the first 30, 60 and 90 days. Discuss how and when progress will be measured.

• Connecting with colleagues. Facilitate virtual introductions to key contacts and teammates. Consider setting up scheduled one-on-ones with managers and team members for the first few weeks.

• Outlining policies and benefits. Provide access to employee handbook, HR policies, company directory and any other resources. Explain remote work policies, time-off procedures and benefits enrollment.

• Offering ongoing learning resources. Share internal knowledge bases, external courses and mentoring opportunities to support the employee’s ongoing development in their new role.

A thorough onboarding process that covers technology, goals, resources, expectations and relationship building will set the stage for remote employee engagement, productivity and retention.

Hiring the right remote employees takes effort but can strengthen your team. Focus on skills, experience, work ethic, and cultural fit to find self-motivated individuals who will thrive in a distributed work environment. With the right hires in place, you’ll be on your way to building a highly productive global team.

How to Manage Remote Teams Effectively

Managing remote employees necessitates employing different strategies than managing on-site teams. Some key best practices:

Implementing Remote Team Management Strategies

Establish clear expectations and goals. Have one-on-one meetings to clarify each team member’s objectives, key performance indicators and reporting requirements. Set deadlines for deliverables and check-ins regularly to assess progress.

Focus on outcomes, not activity. Manage remote teams based on the results they produce, rather than how busy or occupied they appear. Establish a system for tracking work output and key metrics.

Offer training and development. Provide remote team members with access to the same learning resources and professional growth opportunities as employees in the office. This helps promote retention and motivation.

Build trust through transparency. Share business updates, strategic plans and financial data with your remote team to foster an environment of openness and trust. Be available for questions.

Fostering a Remote-Friendly Company Culture

• Focus primarily on work outcomes rather than how occupied employees seem. Establish clear objectives and deliverables for remote team members with specific deadlines. Check in regularly to assess progress.

• Organize virtual social events and opportunities for informal connection to foster collaboration and the exchange of ideas. This helps remote employees build relationships with colleagues.

• Offer some schedule flexibility as long as work is completed and expectations are met. Flexibility can boost productivity and morale for remote employees.

• Publicly recognize and reward high performers through bonuses, incentives, and praise. Showing appreciation for the work of remote workers can motivate performance.

How to Overcome Common Challenges

Distributed teams often face obstacles that can hamper productivity and collaboration. Nevertheless, with the appropriate strategies and tools, these challenges can be surmounted.

Communication barriers

When team members are scattered across locations, communication can suffer. Regularly connecting through video calls, especially for complex discussions, demonstrates effort in staying connected. Share updates frequently in writing as well, using a shared chat tool. Having multiple modes of communication ensures important information is conveyed effectively.

Time zone difficulties

Varying time zones can make real-time collaboration tricky. Consider using a meeting scheduler that displays team members’ working hours so you can schedule calls during overlapping working times. Consider exploring asynchronous modes of communication that don’t necessitate real-time interaction.

Cultural differences

A diversity of cultural backgrounds can potentially lead to misunderstandings if not approached with sensitivity. Provide cultural competence training and set clear policies promoting inclusion, respect, and open-mindedness. Strive to comprehend the cultural contexts behind behaviors and comments. With empathy and patience, cultural diversity can become a strength.

To address these common challenges, the keys are: open communication, shared tools, scheduling for overlap, training and education, clear policies, and a lot of patience and understanding. Investing in overcoming obstacles will build a cohesive, productive distributed team.

Remote work offers many benefits, but also introduces some unique challenges in hiring and managing employees. With open communication, flexibility, and the right tools and strategies, you can build an effective distributed team. Be proactive in addressing issues, set clear guidelines, and make the extra effort to connect with your remote hires. A bit of troubleshooting in the beginning can greatly contribute to the success of your new remote employees.

Frequently Asked Questions

Q1: What positions are suitable for remote work?

Here are some of the most suitable positions for remote work:

• Writers, editors, and content creators who are capable of working autonomously and organizing their own timetables. As long as deadlines are met and work is of high quality, the location doesn’t matter much for these roles.

• Software developers and engineers who mainly work with code and need little in-person collaboration. Many tech companies now have fully remote engineering teams.

• Sales and customer support representatives who mainly interact with customers over phone, chat and email. The work can be completed from any location as long as representatives have a dependable internet connection.

• Designers and artists who work largely on their own and submit work electronically. Jobs like graphic design, web design and UI/UX design are often done remotely.

• Financial analysts, accountants, human resource professionals and other roles that mainly involve data analysis and administrative work. As long as work is submitted on time and data security protocols are followed, the physical location is flexible.

• Researchers, writers and educators who work independently and submit results electronically. Many academics and think tanks now have fully remote positions.

Q2: How can I create an effective remote work policy?

An effective remote work policy outlines clear expectations for both employees and managers in a simple manner. Make sure to set work schedules, communication guidelines, performance metrics, provide needed equipment and technology, train managers, and require compliance with all company policies for remote employees. Outlining these essential elements in a remote work policy will help your distributed team operate smoothly.

Q3: What challenges might arise when managing a remote team?

Some of the most important challenges when managing a remote team are communication barriers, collaboration issues, cultural differences, lower employee engagement and lower accountability. These challenges require managers to put in extra effort to communicate well, closely monitor progress and establish clear guidelines and processes to keep the remote team productive and aligned. With the right strategies, a distributed team can perform effectively.

Conclusion

So there you have it – the key steps for building a successful distributed team. By taking the time to define your remote work strategy, craft thoughtful job posts, run an effective hiring process, and onboard new team members thoughtfully, you’ll be well on your way to assembling a productive global workforce.

Sure, managing remote employees takes a bit more intention and effort, but the payoff of increased talent access and diversity is well worth it. Approach remote hiring as an experiment, learn as you go, and continue optimizing your methods. Before you know it, you’ll have a thriving remote team collaborating seamlessly across time zones. The world of talent is your oyster – go make the most of it!

By Samuel Mbanaso