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At G-P, our industry leading Global Employment Platform™ helps companies unlock their full potential by building highly skilled global teams in days instead of months. But how does the everywhere workforce work together best? Here we discuss the opportunities – and challenges – in achieving the kind of global growth and success we can all share.
G-P. Global Made Possible.
Going to the office every morning is no longer a standard work practice, and the Covid-19 pandemic has proven that remote working is the new norm. Both employees and companies are adapting to a more flexible yet efficient way of working. However, with this transition comes two common hurdles companies are facing: hiring and managing remote teams effectively.
How to hire remote teams
When hiring remote employees, companies should develop specific guidelines and processes to address their needs. It is also important to ensure candidates have the soft skills required to successfully work remotely. Defining a set of qualities and traits that the candidates should have is crucial.
Qualities of effective remote workers
The key is to identify the characteristics that the new hire needs to meet the position goals and expectations, and to adapt to your company’s culture. Some qualities effective remote workers should have include:
- Proactivity: They take the initiative to advance projects and come up with new ideas to make your company a success.
- Effective communication skills: They can clearly state their point, whether writing an email or speaking over a video call.
- Accountability: They take responsibility and ownership for their work.
- Organizational skills: They are able to stay on task and keep others updated along the way due to their project management abilities.
- Reliability: When they say they will do something, they mean it.
- Resourcefulness: They’re self-sufficient and can solve problems without too much close oversight.
How to find your talent
Without clear talent sourcing processes in place, it can be challenging to find the ideal candidate. Here are some tips on how to find your talent.
- Create attractive job listings.
Communicate your company values and the benefits of working for you. Write a complete description of the role, explain the responsibilities in detail, and define a set of qualities and skills that you look for.
- Make use of different tools.
Publishing your job offers on your website is a start, but make sure you are also using job boards and specialized social media networks, such as LinkedIn.
- Implement employee referral programs.
Personal connections are the best way to access a wider talent pool, so consider implementing a referral program that encourages your employees to recommend potential candidates.
The application process
You are looking for world-class talent, which means simply asking for a resume or a cover letter is not sufficient. Instead, consider designing your own application process to filter strong candidates from the ones that will not be a good fit.
- Customize your application forms.
Building your own application forms gives you the chance to ask specific questions and get detailed information about an applicant.
- Use technology creatively.
Most of the people who apply for remote jobs have access to different technologies. Using technology to create interactive applications or creative processes will help you engage and attract the right applicants. For example, you could ask them to pre-record video answers to interview questions. This is especially helpful if the candidate is located in a different time zone than the hiring manager, making scheduling difficult.
- Set up a specific task.
As a part of the application process, include a test or project that relates to the tasks the candidate would perform in the role. This will provide better insight on your candidates’ skills. The more you get to know your prospects beforehand, the more successful the application process will be.
Onboarding remote workers
Creating a successful remote onboarding experience is not easy. Since you are not physically guiding your new hires, creating a well-structured program is necessary. Here are some tips for onboarding remote workers.
- Make them feel welcome.
Send a virtual welcome pack, which may include a note from the CEO, and a small gift such as a coffee or tea coupon or promo code they can redeem.
- Set up the necessary equipment.
Provide them with computers and other necessary equipment well before their first day so they feel prepared.
- Provide access to all lines of communication.
Ensure new hires have access to the communication tools and understand how to use them. Provide guidelines on how to set up their email, instant messaging, and videocall software.
- Create a schedule for meetings and training.
Design a weekly schedule for new hires to meet other team members, as well as a calendar for training sessions or company events.
- Set up regular check-ins.
Schedule regular calls to learn how your new hires are adapting and if they are facing difficulties.
Managing remote workers
Working from home may affect employee performance. Now more than ever, managers need to understand how to provide support to their teams and effectively manage them to improve their engagement and productivity.
Here are some effective ways managers can support and motivate remote workers.
- Establish a set of remote work guidelines.
Provide employees with guidelines that establish clear priorities, performance goals, and project deadlines.
- Emphasize the importance of organization and flexibility. Organization and quality should be a priority over speed and strict deadlines. This means Both managers and employees should be flexible and able to adapt to unforeseen circumstances without sacrificing focus and consistency.
- Encourage open communication.
Listen to your employees reflectively, encourage them to express their ideas and ask questions, and provide feedback respectfully. Having an open communication motivates employees, reinforces trust, and promotes positive relationships.
- Track their progress.
Make sure employees accomplish their tasks and meet their deadlines. Having a tracking structure will help both sides perform effectively and efficiently.
- Forget about micromanaging.
Have regular check-ins and clear communication but avoid trying to control everything they do. Micromanaging is not scalable, and it damages employee trust.
Companies with remote teams see increased productivity and are able to scale sustainably and effectively. Discover the benefits of hiring remote workers with Globalization Partners. As an Employer of Record, we help you hire, onboard, and pay the best talent all over the world.
Learn more about how to build a remote global team here.