With remote work on the rise, learn how to hire, onboard, and lead remote teams successfully —and keep productivity high.
How to conduct remote interviews
No on-site interview? No problem. Master the art of video interviewing and find creative ways to highlight your company culture online so you can get to know your candidates from anywhere — and vice versa — while bringing travel costs down.
Set clear expectations up front.
Let remote candidates know in advance which video conference tools you use so they can download any necessary programs ahead of time.
Create and share a tech backup plan.
Let candidates know what to do if the connection is poor, like turning off video or switching to a phone if all else fails.
Practice active listening.
Avoid looking down at notes while the candidate is speaking and wait a few seconds before responding to allow for delays.
Choose your location carefully.
Pick a quiet, well-lit setting, check your camera and sound, and silence all notifications.
Be friendly, considerate, and emotive.
Give an overview of what the interview will cover and use clear body language, like nodding.
47% of companies use video interviews
How can remote recruiters and hiring managers build a strong working relationship?
* Create an agenda so both parties can prepare ahead of time
* Discuss market data to set expectations on talent availability
* Review and share successful people you know in the same role
“Just sending a candidate a link to a video interview can be jarring. … Give guidance about the experience and what’s expected from the interview.” Imo Udom, Chief Product and Strategy Officer at OutMatch
Did you know?
Companies have found that remote work increases productivity and reduces their bottom line.
* American Express found that employees who worked from home were 43% more productive.
* By offering more remote work options, Dell saved $12 million a year in office space costs.
* The average employee is willing to give up 8% of their wages for the option to work from home.
How to onboard remote employees
A successful virtual onboarding experience hinges on two things: creating effective lines of communication & getting your new remote hires set up with the technology they need.
* Confirm your new hires are set up for success.
* Order equipment, set up internal systems, and confirm their at-home space is ready before the first day.
* Create a remote onboarding roadmap.
* Set clear expectations for new hires and stakeholders by providing a detailed schedule.
* Download this sample schedule for a five-day onboarding program.
* Don’t squeeze every onboarding session into one day.
* Space meetings and training sessions out over your new hires’ first week to give them time to settle in.
* Schedule a virtual meet-and-greet with the wider team.
* Create an opportunity for new hires to meet the entire team or company so they begin to form team bonds.
* Set up regular check-ins.
* Schedule regular check-ins with their managers and encourage co-workers to set up virtual get-to-know-you sessions.
39% of employees have technology issues during the onboarding process
Tip: Create and share an FAQ for solving common tech issues during an interview.
“We didn’t want to transition everything into a full day virtually. We felt we could best do that with shorter bursts spread over a week.” Kelly Chuck, Learning Partner at LinkedIn
5 tips for managing a remote team
Whether your team is fully or just partially remote, remote management must account for various challenges that dispersed employees face. Focus on team bonding and strong communication.
Schedule regular check-ins.
Trust remote employees to work autonomously, but staying connected is important too. Be sure to touch base regularly.
Create an easily accessible go-to guidebook.
Document and share processes in one centralized location so employees always know where to look for information.
Focus on outcomes, not individual activities.
With less visibility into remote employees’ day-to-day tasks, measuring outcomes is the best way to evaluate their productivity.
Help employees feel connected to your culture.
Organize virtual, culturally engaging events so the whole team can get together beyond work.
Build strategic lines of communication.
Teach employees to be responsive online, and schedule regular virtual meetings to quickly share key information with the team.
How do I maintain engagement with a partially remote team?
Remote employees are more likely to feel left out, which may hurt engagement. Try these activities to foster inclusion:
* Organize a virtual watercooler so everyone can join the conversation
* Encourage on-site employees to take virtual coffee breaks with remote peers
* Send remote employees a surprise on their birthdays or for special occasions
“I’ve started to schedule more frequent check-ins with my team, really trying to leave space for discussing personal situations.” Amy Schultz, Former Product Recruiting at LinkedIn
Communication and collaboration is still the biggest struggle for 21% of remote workers
Article by LinkedIn Talent Solutions, 01st July 2021
Photo by imperioame from Pixabay.