How to Hire a Full Remote Team
Looking to discover how to hire a full remote team? While I can’t claim myself an “expert” at the hiring process, I can claim that I know a few tips and tricks of the trade. Today I will cover everything you need to know about hiring lead remote teams, including how to find the best remote workers, how to write an attractive job post, and how to find and hire a remote employee. Let’s get started.
What should you look for in a remote worker?
Not everyone can handle the pressures that come along with remote work. It takes a specific personality and specialized skills to be successful in such a position. But what exactly does it take?
They are action driven – In other words, a good remote worker is someone who makes things happen. They will find work and tasks to do, even when work and tasks have not been assigned to them. They are go-getters who put thoughts into action.
They know how to prioritize – When you work remotely, it can sometimes be difficult to prioritize tasks by level of importance. Luckily, this is a skill that every good remote worker has. They know how to focus on the most important tasks, and bring the less important ones to life later on.
They know how to communicate on paper – In other words, they need to be good at expressing themselves through writing. When working with lead remote teams, most communication is done via email, messaging, and/or texting. In return, your worker needs to know how to communicate efficiently via these methods. Otherwise, words and thoughts can get lost in translation, and tasks may not be completed properly.
They are trustworthy – This is true for any business owner, regardless of whether you are looking to hire a full remote team or work with them one-on-one in person. You want to hire someone you can trust. If you can’t trust them, you will lose sleep at night and could put your business in jeopardy.
Creating a Job Post
Okay, now that you know what you’re looking for you can start working on your job post. Remember, while you are feeling out potential candidates, they are also feeling you out. You want to make a good impression so that you can attract the right types of employees – the professional and trustworthy type. Here are some tips to help you create a good job post:
One of the worst things that you can do when creating a job post for lead remote teams is to be too broad. A lot of companies use generic job posts. In return, they attract generic applicants. Sometimes this works out, but many times you end up with countless resumes and applicants that don’t have the experience you need. So be specific in order to attract the right types of people to the position.
Sell your company
Remember, as someone who is looking to hire a full remote team, you and your company have no local reputation. This means that the people applying for the position know absolutely nothing about you. Educate them and sell your company at the same time. This will help candidates decide whether they are the right fit for the position or not.
Know the role
If you want people to understand what is involved in a role, you first need to understand the role yourself. Before you can evaluate someones abilities for the role, you need to actually know what abilities are actually needed for the role. If you are hiring a customer service agent, try working as one for a month. If you are hiring a manager, take on the managerial role for a while. Putting yourself in the role is the best way to get to know a job. And once you know the job, then you can better determine who is suitable for it.
Not only that, but knowing the role will help you to write a better description. And the more descriptive you can be, the more suitable candidates you will attract.
Ask for work samples
A resume is great to have, but here’s the truth – people can lie on them. This is especially true when hiring lead remote teams. After all, people can be anyone they want to be on the internet. Ask for a resume, but don’t just stop there. Ask people to show you some samples of their work. This will help to determine whether they are the right fit for the position. Also, don’t be afraid to ask for specific samples for your company. If you are hiring for a video producer, ask for a short sample video related to your company. This will ensure that the work they are providing is actually theirs.
Finding Remote Workers
Since you don’t have access to local resources, finding remote workers can sometimes be tricky. But here are some places I have used over the years, as well you are always invited to post your remote job-post on our website
Utilize your own network
We all know that word of mouth is the best advertising. But not only is this true for marketing campaigns, it can also be true for finding workers. Start with people that have worked for you in the past. If you are just starting up and don’t have previous workers, ask people that you trust for references. Family, friends, customers, partners, and investors are all good people to speak to, to find out if they may know anyone looking to fill a position. Sometimes this method can help you to find people who aren’t actively looking to fill a role, but would be happy to fill the position if offered.
Utilize your userbase
If you have a large user base, you can use it when you look to hire a full remote team. Add a “we are hiring” link under your logo to help drive applications. Given that your users already take an interest in your company and culture, there is a strong likelihood that they will be a great fit for your company.
Blogs are a great way to attract attention for anything, including lead remote teams. Use your blog to reach out to your own readers, or use other blogs to promote yourself.
You know the share button? Use it! Use it on Twitter, use it on Facebook, use it on LinkedIn, use it on any social media channel that you can. The more shares you have, the more likely the right candidate will see it.
Spread the word
Whether you have a full-blown network of workers or are just opening your company, chances are that you have at least a few teammates that you work with. Utilize them. Ask them to spread the word that you are hiring. Many times people that already work for you will get excited when speaking about the company to other people, and in return they can get excited about working for you too.
Word of mouth is always the best way to attract lead remote teams and candidates because they already have a reference. But remote job boards are also a good way to go.
Making the Hire
So you’ve learned about the job, you’ve created the perfect job description, you’ve got the word out, and now the resumes are rolling in. Now comes the hard part – making the oh-so-important decision about who will be the best fit for your company. This may seem like an easy task, but when looking to hire a full remote team, you could end up with hundreds, if not thousands of resumes to sort through. And picking the right person/people will play a role in determining the future of your company. Here are some tools and tips to help you reduce the stress of selecting the right hire:
Allow a Project Management Tool to help
Project management tools are a great way to get people in your company involved, while at the same time taking some of the stress off of your own shoulders. A popular tool known as Asana, for example, can be used to take a team based approach to hiring. How? It allows everyone within the company to see the potential candidates, make comments on the application, and get involved in the process. In return, everyone on the team has a say in who is hired. Not only can this help to take a load off of your shoulders, but it can also help to reduce things like hiring biases. It can also help you to see things from perspectives that you may have never thought of before.
Make rejections quickly and kindly
Sure, you could just throw an unqualified resume in the garbage, but that’s definitely not the polite thing to do. If the candidate was extremely interested in the position, they could be sitting at home waiting for your call. Once you have decided that someone is not a good fit, let them know immediately – and in a polite and kind way. Perhaps you could tell them that you are “moving forward with other candidates at this point” or to “please feel free to apply for other positions in the future”. The best way to let someone down is to thank them for their interest, and let them know that you will still consider them for future tasks.
Use Video Interviews
Once you have narrowed down your candidates, request a video interview. This is an extremely important part of the process since you won’t be able to meet with them in person. A video conference can ensure that the candidate can communicate effectively, not only in writing, but also in person.
When it comes to lead remote teams, video conferences are also a great way to find out if the candidate possess all of the necessary characteristics we spoke about above. If you are in different time zones, video conferences can be a great way to judge whether or not someone can be flexible in their schedule and manage time zones properly. If they are late for the call, they may not have the ability to work in different zones and it may be time to move on to a different candidate.
Put Candidates to the Test
A little earlier I spoke about asking for work samples on top of resumes. Well, once you have really narrowed down your candidates, you can now ask for a little more. Put them to the test. Devise a small task of moderate difficulty, and see how well they follow through. Make sure that the task given relates to the work that they will be doing for you regularly. This will help you to get a better feel for the work ethic and abilities of your candidate. If the job requires teamwork, it can also help you to judge how well they will fit in with the rest of the team.
Use Premium Recruiting services
We are here to help you, to find the right candidates. Get in touch and ask for our Premium Remote Recruiting Services.
Meet with the Team
Once you have limited down you candidates even more, now it’s time to meet as a team. You can use resources like Google Hangouts where you can do introductions and brief Q&A’s. This allows the entire team to get to know the person better. Not only that, but it also allows the interviewee to get to the know the team and see how the company operates. Once the meeting is over, followup with other members of the team to see what they thought and how they felt.
If all team members are in agreeance, you can now feel confident in sending out your job offer and hire a full remote team/lead remote teams.
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