How To Find Remote Workers Quickly and Effectively

In recent years, many businesses have been ditching heavy reliance on the nine-to-five paradigm and moving towards more flexible working hours for employees.

Supporting this flexible work model and establishing yourself as a remote-first firm may increase the talent pool interested in working for your company.

Finding qualified candidates who can work on a flexible schedule concurrently with their busy lives is daunting. Business owners need to know how to find remote workers quickly and effectively. Let’s look at where to source a remote worker and how to hire one.

Where To Find Remote Workers

Here are the various places to locate remote workers for your enterprise.

Contact the Remote Worker via Their Website or Blog

Many remote employees offer freelancing services or take on short-term contracts to continue working from home at their convenience. These professionals highlight their past experiences and accomplishments on their websites or blogs. 

Most websites used by remote workers have portfolios showcasing their previous work, a more conventional resume, and the outcomes they accomplished for past clients. You can check if a remote employee has prior experience with businesses similar to yours or in your industry here.

To get in touch with these employees, use the website’s contact form or options provided by the remote workers.

Use Your Network

Many enterprise owners have business networks they may use to locate the best remote employees. Use the individuals in your network whose expertise and experience you value, including those you may have already employed for a project.

An advantage of using your network to find remote employees is that recommendations come from people you already know and trust. The connection makes it simpler to check job history, projects, and other aspects of a prospect’s resume and believe in the results they promise to deliver.

However, it’s important to note that this hiring strategy reduces your talent pool. Many potential remote employees get excluded since you recruit from an established network and fail to make the opportunity available to everyone.

You may also end up with a non-diversified pool, leading to long-term limitations for your organization.

Use Social Media

Social media platforms provide a quick and effective way to locate remote workers. You can find professionals on social media with the qualities and qualifications you desire for your enterprise.

Some potential prospects, such as designers and influencers, post their abilities on social media platforms. As such, social media platforms provide a location to observe extensive work shared by prospects over time.

The individuals may also have posts that reflect their points of view, opinions, and thoughts about their profession. Social media lets you speak directly with talent in the fields you require before offering them a contract.

Find Them on Job Boards

The internet contains multiple job boards for sourcing remote workers. Job boards feature vacancies for specific freelance or full-time roles and provide employers with potential remote employees.

Using job boards, you can narrow down your pool of potential candidates with relevant backgrounds and skillsets, reducing your selection to applicants who are most suitable for your proposal.

Write a job description and post it to take advantage of job board platforms. Ensure you offer the most current information possible about your business and the relevant contact details on the job boards.

How To Hire a Remote Worker

Once you identify a potential remote worker, hire them so that they can begin serving your enterprise. Here are steps to the hiring process for a remote employee.

Create a Job Description

Develop a job description highlighting the responsibilities expected of your remote worker. Clear instructions on what to expect from a remote worker simplify the time-consuming hiring process.

Your job description must be succinct but direct and persuade your audience to apply. The employment type, responsibilities, required qualifications, and preferred methods of communication should all be in the job description.

This approach will help candidates understand more about you and the vacant position. 

The description should also communicate any restrictions on location or time. Include information about your company’s culture and the benefits a potential candidate will enjoy from joining your team.

Review Resumes and Pick the Best

Determine your enterprise’s best potential remote employees by reviewing applications while focusing on the desired qualities and skills necessary for the position.

Your onboarding platform will determine how you receive the resumes. The primary goal is to begin reviewing them and eliminating any subpar applications.

Sort the candidates who fulfill your standards, then evaluate their skill level and cultural fit. Look for characteristics that complement the expected role and your entire organization. A strong work ethic and project management capabilities are some qualities needed in new remote workers.

Schedule a Video Call Interview

Schedule a video call interview with the remote workers you shortlist. You can accomplish this with your onboarding or video conferencing platforms. Video call interviews eliminate in-person meetings, which may fail to happen due to geographical restrictions.

Set up a time for a video call by sending an email or message to the applicants you want to interview. If you use platforms like Zoom or Skype, give the candidate the links to join in advance and make a meeting event they can add to their calendar.

You can record the video call interview for future reference. 

Assess Their Skills

Use the video call interview to determine if the prospect matches what you are looking for in a remote worker. Ask questions to discover the remote worker’s motivation, interest in the role, and how they will contribute to the enterprise.

The video call interview allows you to discuss skills, qualifications, and expectations. This procedure also allows you to view candidate reactions during the process and determine how qualified they are for your project or company. 

Set Your Expectations Around Management and Communication

Effective communication is crucial because you cannot frequently visit a remote worker’s workstation due to geographical limitations and other challenges in remote working. You must be careful with how you communicate and your expectations of the employee. 

Clear communication entails remote employees checking in via messaging technologies at the end of their workday for your team to read first thing in the morning if you’re working across different time zones.

Establish clear expectations for when and how communication will occur before hiring a remote employee. Be specific so your staff knows how to collaborate with remote employees.

Establish meetings and documentation to introduce new hires to everyone and to go over reporting and management procedures with them.

Additionally, establish instructions on what to expect from them at work and their performance standards in your company’s methodologies. Setting boundaries for handling tasks will help them navigate through projects successfully.

The expectations reduce any confusion or frustration arising from differences between your organization’s culture and theirs. 

Create a Contract

The contract is an agreement consisting of all the responsibilities of remote workers at your organization based on your standards and policies. Your contract should address the scope of work, the method of delivery, the employee’s project and management responsibilities, and the means of payment.

If you’re hiring for a small project, note the start and conclusion dates and any hourly rates or project expenditures. Having everyone accept these conditions will prevent disputes in the future.

For more complex projects, your contract should be more specific. You should discuss the final project’s design, who will own and have a license, any nondisclosure agreements (NDAs), confidentiality requirements, and indemnity terms.

Extend an Offer

Create an offer letter detailing the project, the candidate’s remuneration, and the contract once you have the agreement and a preferred candidate. Send it over via email or direct messaging, explaining why you loved the prospect and wish to hire them in particular.

The offer letter should include terms and conditions outlined in your contract, payment arrangement details, and benefits like health care insurance and vacation time.

Onboard Your New Candidate

Onboard your remote employee when everyone has signed and after completing the HR documentation. The employee will need an introduction to your business, its policies, and the necessary equipment to do their work.

Make sure to call a team meeting so everyone can get to know one another, and then talk about how the new hire can get along with everyone.

The remote onboarding process can include a training video or a document that covers what the new hires should expect from their coworkers and the essential points of contact at the company.

Prioritize your efforts in these areas first because they are crucial to having an engaged remote workforce. Set up frequent check-in meetings and encourage your workers to give their all as they settle into new roles.

Set up a payroll system that handles all aspects of the remote employee’s employment after the remote onboarding process.

These aspects include salary, taxes, deductions, regulatory compliance, and benefits. The software should also integrate with other HR elements like employee records and scheduling systems.

Hire a Remote Team for Growth

An effective remote worker can add to your bottom line and assist you in meeting your goals. Investing in the right employee and onboarding them is crucial to the success of your organization.

Brett Sartorial

Brett is a business journalist with a focus on corporate strategy and leadership. With over 15 years of experience covering the corporate world, Brett has a reputation for being a knowledgeable, analytical and insightful journalist. He has a deep understanding of the business strategies and leadership principles that drive the world's most successful companies, and is able to explain them in a clear and compelling way. Throughout his career, Brett has interviewed some of the most influential business leaders and has covered major business events such as the World Economic Forum and the Davos. He is also a regular contributor to leading business publications and has won several awards for his work.