There are several valid reasons to hire a remote staff. Perhaps you can not afford office space. Maybe you want to run your business from your living room. Good people might be scarce, expensive, or simply not available where you live.
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This leaves you with few options. You can go without, move, or commit more time and money to finding a local candidate and outfitting them with a workspace and equipment, or you can choose to go remote with your business.
h3>You made the decision, congratulations, you are going to grow your business with remote staff. So now what?
First you need to decide what qualities you need from remote team members for your specific business needs. No experience with hiring telecommuters? Maybe you need to start with the definition of what remote working is?
Before starting your search, I recommend you become more familiar with the remote worker mindset. A good place to begin is our archives section of Remote Worker Daily.
Make sure you consider the financial and legal implications.
Each staffing option has benefits and disadvantages, so you need to speak with an HR expert, an Accountant, or an Attorney to fully understand the human resource, tax, and legal consequences of each option. You also need to clearly understand what your obligations and responsibilities are.
Prior to on-boarding a remote workforce, consider policies and procedures that need to be created. These policies and procedures will cover;
1. Roles and responsibilities for each party.
2. Work location, schedule, and communication protocols.
3. Safety and security requirements.
4. Standards for equipment and software.
5. Insurance requirements.
6. Check with the applicable government agencies to ensure you are in compliance with all mandated government requirements for your jurisdiction.
Next you need to decide on your staffing model.
Common staffing models for remote workers broadly fit into one of the following categories;
1. Contract or freelance workers.
2. Outsourcing company or staffing agency supplied staff.
3. A regular full or part-time employee.
I will expand on advantages and disadvantages of each model in future articles.
You have everything lined up and are ready to get your new resources started.
Before bringing them on, make sire you can answer the following;
1. What are the expected work outputs, deadlines, and quality expectations?
2. Are they clearly documented?
3. How will I measure success?
4. What is my plan if it doesn’t work out?