I hardly doubt anyone reading this is new to remote staff hiring.

You probably have your fair share of excellent virtual employees, as well as a few disappointing stories.

By now, it is plainly obvious that you cannot rely on local talent only. If you still believe in filling in the talent gap with candidates from your country, you must be living in the woods.   

When you enjoy the benefits of remote staff hiring, you want to share the message and help other people develop new methods for finding talented employees.

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Remote Staff Hiring Benefits to Capitalize in 2022

Lower cost overheads, a larger talent pool, self-managed work schedules, no commute costs, better work-life balance, enhanced productivity — sound familiar, don’t they?

These recorded benefits of remote staff hiring are not a big surprise for people working on virtual teams. But what about considering some not-so-obvious benefits of hiring remote workers now we have a new business year underway?  

1. Enable an environment for deep focus work.

Distraction free-work brings the best in people.

When working at home you can engage in deep work and achieve peak productivity and fertile creativity.

The best solutions are seeded in silence away from the crowd. Standout people perform excellent work and come up with genius concepts when working undistracted for long periods.

Create that opportunity for your team by leaving enough time for deep creative work. 

2. Create more (not less!) connected teams.

Surprise, surprise! Having a well-organized workplace environment with smart and effective workflows actually boosts how connected people feel on a team.

Virtual workspaces are digital postcards of the tasks, processes, and results accomplished individually and as a team.

Make sure the virtual environment paints a picture in which everyone is confident about the trajectory they take and how they participate in team roles. 

how to build high-performing connected teams  

3. Motivate the public workforce.

In a highly disruptive and innovative space like the IT industry or in a digital business that constantly must think of ways to reinvent itself, it is not as difficult to stay motivated.

Stop demotivating employees, and with some intelligent leadership tools, your business will roll out by itself.

But what about organizations that are stagnant, bureaucratic, and robust? The government, for example, or large public organizations, or corporations can get pretty sluggish.

When you have no choice but to solve old work economy problems in new ways, remote staff hiring is a solution for public enterprises, too. Enhanced digital solutions can wake them up from their lethargy and innovate to boost staff morale. 

4. Improve well-being for everyone.

Well-being across the team comes down to:

  • Voluntary cross-connected team meetings
  • Collecting and addressing work conditions feedback 
  • Taking accountability and credit for the work well done 
  • Fostering a supportive company culture

5. Build crisis resilience.

This fifth benefit of remote staff hiring is the most important one. It is also a sum benefit of every action you take towards developing the best practices to hire remote teams.

Workforce flexibility breeds business resiliency. Resiliency is a useful bumper when a crisis hits, and you think your head will burst with the amount of work you have on your plate.

Scale, scale, scale — when you build a global freelance work, you change the work model from conventional hierarchies to digitally pliable high-performing teams that support employees’ best work.  

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How to Hire Remote Employees in Other Countries

Virtual team hiring can be done in dozens of different ways by using freelance hiring platforms. If you establish an effective hiring process to hire remote teams, it is not as important which platform you use. Here are four key steps to take to be successful in remote staff hiring:  

  1. Dedicate enough time to establish a surefire hiring process. Write focus, clear, and free of bias job descriptions. Know the hiring process step by step so that you don’t waste extra time when you need a new hire. Have a clear onboarding guide for new employees
  2. Ask detailed questions about the specific task performance. Don’t be general. Prepare questions ahead for the job role and don’t forget about technicalities – camera, mic, good Internet connectivity. If you don’t have sufficient knowledge about a position, let the candidate expand on their application and give you technical details.
  3. Engage in a video conversation to check team culture fit. A simple question-answer format on a written application may not be enough for this. Ensure you make this a good experience for the candidate regardless of whether you decide to hire them—a good word for your business spreads fast and you invest in your future hiring capital.
  4. Answer all candidates’ questions to eliminate uncertainties. In this way, they will be ready to start working immediately. Instead of spending extra time giving the details after the hiring interview, explain the position, the virtual tools used, and how will the day-to-day work look like. Don’t forget to clarify expectations about the job autonomy.

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