Top 5 Mistakes in Remote Recruitment You Could Be Doing
Looking for new talents to hire as a part of your business is a difficult process.
Screening applicants who could potentially be one of the future ambassadors of your brand is an important and critical challenge a true business leader must confront. It is your business, after all. It’s only reasonable to oversee new team members who would affect your business culture and ethics.
In its traditional roots, there are other certain ways on how to read an applicant beyond its resume and employment history. Such ways could be their body language upon interview, or their arising personality when speaking.
But what about the qualities to look for when hiring a remote employee? Are you willing to give every “promising” employee a job offer after one online interview? Your leverage as an employer instantly diminishes if you can’t perform a good background check on an offshore candidate.
This small difference has been one of the main reasons why most businesses looking for a full-time, long-term outsourced employee cannot get a hold of a good candidate from freelancing websites alone.
At Jobs360, we listed down the most common errors in hiring remote employees. These are the incidents our clients have personally experienced prior to outsourcing with Shore360.
Stop being blindsided and learn what you should avoid in when hiring a remote employee.
Top 5 Mistakes in Remote Recruitment You Could Be Doing
1. Lack of Background Research on Candidate
Expect that every candidate has a unique professional history different from one person to another. Their employment footprint is a good preview on their work ethics, behaviour, achievements, and weaknesses only if you know how to look.
As aforementioned, this doesn’t necessarily mean solely relying on their resume and on your quick candidate assessment after an online Skype meeting.
It’s always best to consider using every means available to collect optimal information from a promising candidate. This means extending your reach by contacting the applicant’s network, their previous employers and colleagues, and its professional connections.
Background research is enough to turn the tables. Who knows – you could find yourself surprised with chances that your applicant’s interview might not see eye-to-eye with their professional network’s feedback. Testimonials and reviews are proven to be of greater value than a sales pitch, after all.
2. Remote Work Is Not For Everyone
Not all great employees make equally great remote workers. Not every professional can best fit an offshore staff’s place. In some cases, candidates without any offshoring experience are not ready to be deployed to a long-distance employer relationship — regardless of how good of a skillset they have.
Let’s be frank: there are tons of cultural standards and differences that need to be considered if you’re looking for the perfect remote staff for your business. First time remote workers may find it difficult to deal with a completely different market with an equally different principle. Hence, the unforetold barrier.
The challenge for you, however, is to identify if the first time offshore candidate is committed to meeting your business culture. A sudden turnover could be expensive and counterproductive, the qualified candidate may decide to end their terms.
3. Looking For Candidates From One Generic Source
Freelancing websites such as Outsourcely or Upwork aren’t the only tools available in tapping the talent pool available… Nor are they the best at finding the right people with the best skills set.
Over 63% of the remote workforce hired by offshoring companies deployed to Australian businesses are not actively looking for a better job opportunity. This means you are missing over half of the big fishes in the sea who have never seen your Upwork job list – nor do they plan to in the future.
Being dependent on one generic freelancer source means you are throwing away the possibility of finding the perfect candidate in the area and offering them a better job opportunity.
4. Haggling Rates
If you think you’re making a wise move by limiting your budget now regardless of your candidate’s skills, you may have to re-analyse your strategy. The value added to your company after a couple of months will soon be the basis of what you’ve been paying for.
Has there been any significant improvement after including the said candidate to your team, or have you wasted both time and money over something invaluable?
Having a partner who knows the ins and outs of an offshoring country may provide a great advantage over finding and offering the right candidate the right amount of money for their skillset. Plus, this diminishes the possibility of finding yourself between a difficult rate negotiation contest.
5. An Incomprehensive Job Description
As you already know, working with an offshore staff means better productivity with lower overhead costs. It’s only natural for businesses across many industries to be attracted to the thought. Hence, the great deal of global competition in finding the perfect remote employee.
Posting a job list isn’t the only homework you should complete. Before even publishing one, you need to guarantee that the job description is not inclusive, generic, or difficult to understand. Bad job descriptions could easily scare away candidates.
Creativity in composing a simple job description may be the key to attracting good talents. Make sure it is all-inclusive, thorough, and definitive with the specific qualities you are looking for. Furthermore, touch base with your company’s culture, goals, and the ways how an applicant can fit into your brand.
These are just a few of the most common mistakes we have personally seen our clients make in their previous attempt in hiring offshore employees. Of which can all be mitigated with the help of an offshore recruitment partner such as Jobs360, a proud division of Shore360.
Contact Jobs360 now to learn more on how we can help you find the right people for your business.