Whether you have a remote or brick-and-mortar company, there may come a time when you need to hire a virtual worker. That’s a good thing, since opening up your talent pool to the virtual worker world means you’ll be able to find the best talent out there and not be limited by geographic locations.
But here’s the thing: remote workers are quite savvy, not persuaded solely by the fact that they can work from home to make them want to work for your company. There is definitely a way in which to find and attract remote workers to join your company. Recruit top telecommuting talent with these five tips.
Know what to ask.
There are certain types of interview questions to ask when considering a remote worker. While it’s not always necessary, it’s ideal if your potential employee has worked remotely before. You can also ask what it is about remote work that he finds attractive and pose situations for your job candidate to answer during the interview, like “What would you do if your Internet went out?”“How do you normally handle conflict between a coworker?”“How would you describe your communication style?”The answers to these questions can clue you in if the person you’re interviewing would be a good fit for your company.
Write it out.
Job descriptions for remote jobs can make or break what type of cover letters and resumes you’ll get. Beyond the basic job duties, you should write about the company’s culture, which can help a remote worker get a sense of the kind of company it is—and if he’ll want to work there. To get potential candidates excited about the possibility of working with your organization, you should also mention some of your company’s successes and plans for the future, too. And the description should include some of your personality as well; it shouldn’t be boring or else job seekers might just scroll right past it.
Point out the perks.
Some companies still believe they need to hide the special things that make their company one to work for. Once you clear it with your boss or your HR person, you should definitely include any types of perks that come with the position. Twelve weeks of paid maternity leave? The ability to go back to school—on the company’s dime? A monthly stipend for clothes when you have to travel and meet clients? If your company offers something that your competitors aren’t, then it’s of the utmost importance to include it in the job description! Top-tier telecommuting talent is looking for these exact perks and will consider them when contemplating applying for the position.
Flaunt the flex.
You need to find a strong remote worker for a full-time telecommuting job within your company. So why are you posting the position on a generic job board that has a mishmash of in-office jobs with a sprinkling of remote ones? Job seekers interested in flexible work will be looking for their next gig on boards that cater specifically to flex (like FlexJobs). Make sure your job description is seen by the remote worker audience that you want by placing your ad in the appropriate place.
But it doesn’t stop there. If you want to find the best virtual workers out there, your job description needs to clearly state the level of flexibility that comes with the position (and to attract even better candidates, figure out if you can boost the flex from, say, a part-time telecommuting position to a full-time one!). Whether it’s a job that allows an employee to telecommute, a part-time job, or even a freelance gig, be sure to expressly state how flexible the position is so that you don’t leave potential job seekers guessing. By writing what type of flex the job has, you’ll save yourself (and the job seekers who are planning to apply to the position) a lot of time, energy, and frustration.
There’s a myth out there that flexible jobs pay less than traditional office jobs. And while that might be true some of the time, the vast majority of remote jobs offer competitive salaries to what you’d give an in-office hire. So if you think you can shave some digits off of the salary simply because the position is a remote one, think again. Top-tier telecommuting job candidates know their worth and understand that flexible work, while wonderful and invaluable to attaining work-life balance, is no longer considered a perk, nor does it mean you should earn a smaller salary because of it!
Today’s job seekers looking for remote work know their worth—and aren’t afraid to ask for it. Incorporate some of these tips the next time you have to hire a telecommuting employee to ensure you get top-tier talent every time!