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Working remotely has been hinted to be the next big trend in HR, lasting longer than just the duration of the pandemic. Humanity has been shown just how productive it can be while working remotely, and that will likely never be forgotten.
Hiring remote workers is a great way to make use of talent from all across the nation and globe – if you’re eager to make use of the HR trend of the ’20s, here’s what you need to do.
Post a job description online that emphasizes that the job is remote, as well as all the needs you require. You should use the job description as an opportunity to define your company culture. Make sure you explain how you intend to manage your remote workers – how much facetime you require, what sort of teamwork and collaboration encouragement you will give, how you will manage time zones if your workers are in another location etc.
Besides culture, you need to sell your company. Why should a highly skilled worker work with you instead of your competitors? Decide upon the Employee Benefits that you’re offering and be clear about them in your job description. Are there any other perks you can offer? Popular perks include extra holidays, flexible working hours, and more.
Interviews are vital when you’re assessing a potential member of your team. Voice interviews will likely not give you enough information about your potential new hire, so make sure you do it through a video chat interface. If your remote worker lives close enough for you to meet, it will be a good idea to meet them in real life. Spend a while thinking of the skills you need for the position and write some questions that will help you work out whether the interviewee has those qualities – it’s a good idea to ask all prospective hires the same questions.
Hire the right candidate that you think will work best with the team, work most effectively, and will help you to be competitive as a company. Your candidate selection criteria will highly depend on the exact job description, but if you feel uneasy about your decision, go for a second round of interviews and even a third if you’re still not completely sure.
There will be tax issues you need to think about when hiring remote workers. You should be very careful about making sure your workers are educated and aware of the tax implications of working remotely:
The Tax nexus determines how States levy workers and companies – nexus is based on three factors: property, payroll and sales. If your remote workers are based in a different state, they might need to pay payroll tax in that state, as well as non-resident income tax in the state where your company is based.
There are multi-state agreements that can make it easier – e.g. New Jersey and Pennsylvania, who ensure that residents working in Penn but living in NJ don’t need to pay income tax twice. You must be crystal clear about your tax duties once you’ve settled on a worker.
Once everything is cleared up legally, start onboarding your employees. Send them any hardware they need as well as a welcome package with branded merchandise as well as a welcome letter with a hand-written signature from the company’s founder. If you can, give them personalized gifts that you know they will enjoy from the interviews. Make sure all the gifts are consistent with your company culture.
You should also include welcome materials that get them up to speed with your company culture. Do you have an employee handbook? If not, you need to make one. Send over any presentations you have made about your company values, as well as pictures and videos from inclusive meetings that you’ve held.
After your welcome packages, it’s time for paperwork – help new employees to complete any necessary HR paperwork, including employment contracts and other relevant legal documents. There are e-signature tools available if they don’t have access to a scanner.
You should also make sure that your new hire understands how you will communicate. This is crucial because communication tools will be the heart of your remote worker management techniques. If you have a company email, a group messaging tool, special conference software or any other communication tools, give your worker a tutorial as part of the onboarding process.
Depending on your management style, it might be a good idea to set specific goals and expectations early. This might not come from you; if you have assigned a manager to this remote worker, make sure they have made a calendar for the new hire, as well as have a meeting to define any short and long-term goals that they need to prioritize. You should also discuss a probation period.