You want your startup to succeed. For that, you look for a responsible and professional team to help you organize all business and marketing processes. And, having weighed all the pros and cons, you decide to collaborate with the team of remote workers.
According to the research, 70% of employees work remotely today. They choose remote work because it’s good for productivity and professional growth. This type of employment brings better focus and 82% less stress, influencing a work-life balance by far. So, if you decide to hire remote workers to your startup team, the big chances are you’ll get professional and productive experts.
For startup owners, the benefits of hiring remote workers are clear:
- Save costs. You won’t need a budget for office rent, equipment, coffee supplies, etc.
- Work with experts from all over the world. With remote workers, you have no restrictions on geographical location.
- Remote employees are more loyal to their organizations.
That’s all good and well, but you need to understand that hiring and organizing the efficient work of remote employees is different from those in office. First and foremost, your startup needs to be technically ready for that: team management and project management tools, video conferencing soft, remote access tools, VoIP, etc.
Second, you need to understand how to choose remote workers for your startup. Where to look for them, what professional and personal qualities to consider, what to ask them to know if they understand your startup’s mission and goals, and how to check they will be a good fit.
From now on, you’ll find all the details.
Get the Difference Between Remote Workers and Freelancers
Before hiring, make sure you understand the difference between remote workers and freelancers. Some managers still mix up these two categories of employees, which leads to misunderstandings and negative results.
Freelancers work on your projects with no employment obligations. You make a deal, discuss requirements and payments, and that is it. Freelancers work when they want, may collaborate with several clients at once, and decide on their rates or fees themselves.
When you decide to hire remote workers for your startup, please understand that they are your full-time employees. They are not in the office, but they have a fixed salary and working schedule. They realize that they work on your startup, so they can’t collaborate with other brands on the market.
With that in mind, choose specialists with excellent decision-making and creative thinking skills. They need to be independent and flexible enough to manage their time and work without your every minute control.
Make Sure You Understand Whom You Want
Do you have a clear picture of why you need a remote worker and what they should look like? Who is your ideal candidate? Before you start searches, try to answer these questions in detail:
- What do you want from your remote worker?
- What hard and soft skills do they need to have?
- How will you organize their work?
- Why should they want to work with you?
- How will you evaluate their work?
- What will be their daily, weekly, and monthly goals?
Here go a few traits your candidate needs to have for successful work:
Ability to prioritize. When tons of tasks are on the list, a remote worker needs to understand which one is more significant to complete right now. More than that, he or she won’t sit and wait for you to tell them what to do; they will always find what to do.
Writing and communication skills. Given that most of your communication with remote workers will take place via emails, live chats, or messengers, they need to be able to express their ideas clearly in a written form. Also, they should be open to communication with you and other team members and know how to discuss projects for more productive results.
Emotional intelligence and trustworthiness. If you don’t understand and can’t trust who you hire, there will be no result. Choose candidates carefully and make sure you can trust them.
Source Them Right
The first question of most entrepreneurs willing to hire remote specialists is where to find them. Job boards like Monster, UpWork, or Indeed come to your mind first, no? Or LinkedIn, if it’s the last thing you do.
However, so many specialists look for remote work opportunities today that they’ve got specifically-designed communities to meet and share resumes. So, when you search for places where to post your job offer or find candidates who want to work remotely, consider job boards such as WeWorkRemotely, Remotive, AngelList, and Remote.co.
Also, make sure candidates see you as a potential remote employer. For that, get listed in startup directories, work on your online reputation to get mentions in remote working communities, get placed in roundups of companies that hire remote workers, be active on social media to grow your startup visibility and trust, etc.
One more option to consider: Look for remote candidates in your network.
Do you remember all those people you worked with before decided to launch a startup? Some of them might be great candidates to join you. Also, ask your partners, family, investors, and friends if they know someone who might be a great remote worker for you.
Check If a Remote Worker Fits Your Startup
To understand if a remote worker fits your requirements, you’ll need to interview them. In the case of remote specialists, it’s usually a video interview where you learn and estimate their experience as well as culture and values to see if you can work together.
It’s essential to ask the right questions during your interview. Consider behavioural questions to see not only hard skills but also communication, organizational skills, ambitions, and self-direction. Ask to describe how they usually perform tasks, how they work independently, and how they manage time. Seek out specific examples of their motivation.
Before hiring, please give them a task to see how soon and well they will handle it. Therefore you’ll check a remote worker’s skills and tech-savviness.
Offer a Paid Work Trial
Once you’ve chosen a candidate, you still can’t be sure he or she is an ideal one unless they work with you a bit. So, offer them a trial period at pre-agreed conditions. This period will help you see if a remote worker is skilled enough, how well they can learn, and how they interact with other team members.
After a trial period, you’ll double-sure that you’ve chosen the right worker for your startup. Or, you might disappoint and see the person was wrong to opt for this position. Anyway, a trial period allows both you and your candidate to understand if the game is worth the candle.
So, now you know the benefits of working with remote specialists, understand where to look for them, and get the idea of what details to consider for choosing the ideal remote worker for your startup. Choose a team member who will share your goals and values, be skilled enough to deal with duties, and understand the nature of remote work.
And make sure you have all the necessary tools for effective remote team collaboration. Can you give them everything needed for skyrocket productivity and motivation?
Go On, Tell Us What You Think!
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With 7+ years in marketing, Lesley specializes in sales copywriting and storytelling. Currently associated with Bid 4 Papers content, she’s also a regular contributor to many publications on business, digital marketing, and self-growth. Feel free to find more works of Lesley on Twitter.