Some companies cringe at the idea of outsourcing or hiring remote workers. Though the internet has given us plenty to make our lives and our businesses easier, the practicalities of outsourcing work make it a less attractive option.
The Pros and Cons of a Remote Workforce
For one, it can be difficult to ensure quality control, and you don’t always feel connected to the day-to-day workings of your team, as you would in-office.
You might also struggle with maintaining brand consistency and keeping everyone attuned to company values. Bringing your brand’s voice and company culture across towards your remote employees can be difficult. Especially without daily interaction.
Another concern might be maintaining optimal cybersecurity. A lot of remote work is done cloud-based, from wifi workspaces on laptops. Low-quality protection against cyber-attacks can have costly consequences and can damage your reputation.
On the other hand, there are plenty of upsides, too.
A remote workforce means your business can keep a more flexible schedule, ensuring customer loyalty. Outsourcing your workforce is a good way to save money. You get the work you really need done, rather than hiring someone in-office who keeps themselves “busy”. And having contacts you can outsource to, means work gets done on your schedule, saving you both time and money in the office.
Remote work is becoming more popular, with 70% of employable workers working remotely at least once a week. But where do you find the best candidates, and how do you keep them?
1. Where To Find Remote Workers
This is one of those questions which may depend on your industry, and the tasks you’re looking to outsource. Having said that, there are sites that specialize in posting freelance jobs. If you know what you’re looking for, they’re a good place to start, with options to search by experience, skills, and reviews.
Failing that, word of mouth referrals and social media searches can help point you in the direction of candidates who are reliable and knowledgeable in their field.
Depending on the expertise you’re looking for, some companies are specifically geared toward outsourced and remote workers. If you’re looking for highly specialized professionals, it might be best to use an industry-specific recruiting service to find the best candidates.
If you need affordable labor for simple tasks, you should focus less on the specific skills someone has, and more on their work attitude and aptitude for learning. If they have the right mindset and personality, they’ll pick up anything you throw at them.
2. Interviewing Techniques
When you’re recruiting remotely, phone and video interviews are essential to establishing rapport.
Be flexible in your interview process. Preparing questions ahead of time is a good idea, but it’s important to be able to deviate from the script when you need to.
Remote workers are largely autonomous. That means it’s vital to get a measure of who they are, and how they work. Video interviews can help them feel more personally connected to your company.
Next, we’ll talk about what questions you should be asking to find the best workforce for your team.
3. Questions To Ask
Video interviews add a veneer of personal touch to outsourcing your workflow. It means you stay connected to all the members of your team.
Finding the right interview questions may depend on the position in question. But there are some questions any candidate should be able to answer.
- What do you know about our company?
- If you’re hired, what’s a project you’re looking forward to working on?
- What was your most ambitious project?
- How do you communicate with your managers?
- What are your biggest concerns about not being part of an office community?
- What do you like about working remotely?
- How do you organize your work and manage your productivity?
These questions can help you get a feel for how experienced your potential remote worker is, and how autonomous they expect to be. It will also give you an idea of who you’re working with on a more personal level.
4. What Are You Looking For?
Now you know the best interview practices, and you’ve found a pool of remote workers to draw from. But none of that can help you if you’re not clear on what you need.
Think about why you need a remote worker. Are you looking for expertise outside your field, such as a social media marketer or safety inspector? Do you need to outsource a call center? Or are you looking for a freelance worker?
Think about the following considerations before you hire.
– Hire from a company with remote work experience, rather than a freelancer, especially if you’re hiring for expertise outside your own field.
– Read reviews. Most remote work or freelance sites offer the opportunity to check profiles and reviews. Since you can’t often check references the traditional way, it’s a great way to know what you’re getting into.
– Stay connected. Make yourself available to your remote workers, and ensure they communicate with you regularly.
5. About Trials
One of the best ways to find your top remote workers is through a trial job.
Trial jobs give you the chance to familiarize a candidate with the work they’re expected to perform and establish a workflow that works for both of you. It also means you can look for the traits of a good remote worker, including their ability to priorities, proficiency in writing, and reliability and trustworthiness.
When setting up your trial, choose a trial assignment you can compare with other candidates. Use a time tracker to weed out top candidates, and develop an assessment rubric that covers communication, timing, and skillset, along with whatever else you might need.
6. Finding and Keeping A High-Quality Candidate
Of course, to find the perfect team member, outsourced or otherwise, you need the perfect job posting.
Job Posting for Remote Recruiting
First and foremost, you need to manage expectations.
Make it clear what you’re asking for, whether it’s a temporary, part-time or freelance contract, or something long-term. Estimate how many hours per week you need, and the level of experience you’re looking for. Formulate the expected deliverables as measurable as possible.
Be Reasonable
But also remember to be reasonable. It’s better to overestimate time than underestimate. And be mindful of the experience level you’re looking for. Virtual training requires attention to detail, and an ability to communicate.
Be clear and concise when it comes to your instructions. But don’t forget, your remote workers face their own challenges. Support needs to be readily available. And remember, flexibility and communication are key.
Open Communication
Finding the right remote workers is one thing. Keeping them is an entirely different skill set. You’ll find that engaging a remote workforce can be different from appealing to workers on site. But creating a shared knowledge base and opening communications is a good start toward making your remote workers’ lives easier.
Cultivate a Community
Building a virtual community to create a remote workforce that communicates and works well together, can help promote the autonomy and flexibility you want, with the company culture that strengthens your business, and appeals to your workers. One of the ways to build a community is to adjust your company traditions in such a way that remote employees feel included as well, such as tweaking your seasonal office parties.
Ready to Go Remote?
There are many benefits to a modern workforce that includes outsourcing for your business needs. Though there are challenges when you’re looking for the best fit for your team, the right workers help you focus on core areas. Employing remotely puts technical expertise in the right hand, and keeps your business flexible, from staffing to hours, and beyond.
With all these benefits, it’s easy to see why finding the right remote worker is essential. And our guide can help you catch those truly standout applicants who can give you the expertise and flexibility you need.