6 Tips for Hiring Remote Tech Employees

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Log Some Face Time Before You Hire

If possible, try to arrange either an on-site or video chat interview, whether via Google Hangouts, Facetime or Skype. That way, you can look a candidate in the eye and get a feel for his or her personality and communication style.

If you schedule a second interview for, say, a developer, consider letting someone else in your organization sit in so you have an idea of how the interviewee communicates with others — like potential clients. Ideally, have that person be a potential peer in the organization, someone with whom they will likely interact routinely, maybe in the same manner.

And don't let the initial interview be the first and only time you do a video call. Schedule frequent face-to-face meetings — once a month or so — in order to continue connecting with the employee.

In today's culture, the idea of a virtual workplace is incredibly attractive. Employees embrace the work-at-home idea because it fosters the notion of a more flexible work environment and increased work-life balance … all while, theoretically, in pajamas.

And for employers, remote workers save them plenty of overhead. A Stanford study that followed one company's remote workers found that they saved the employer an average of $1,900 per employee for nine months while working from home full time. The same study reported that on the whole, remote employees are also more productive, owing at least in part to a quieter space in which to focus and the lack of commute.

But … working from home is not for everyone. It's imperative that remote employees be extremely independent and self-motivated to maximize their time and maintain work quality.

In 2013, Yahoo! CEO Marissa Meyer banned employees from working remotely. Speaking at an HR conference that same year, Meyer defended her stance stating, "People are more productive when they're alone, but they're more collaborative and innovative when they're together. Some of the best ideas come from pulling two different ideas together."

Himanshu Sareen, CEO of Icreon Tech, however, believes that the very nature of the tech sector makes a strong case for telecommuting. As an employer you:

  • Have a greater talent pool from which to select
  • Are not confined to a job search by geographic location
  • Get a reduction in overhead
  • Are able to easily increase employee satisfaction (A Staples Advantage study reported 63 percent of the happiest employees are able to telecommute, have flex time, or both.)
  • Enjoy elimination or reduction of sick time or commute
  • Experience an increase in productivity

While all of this may sound appealing, if you're a tech company of any size there are some crucial factors Sareen thinks you should consider when hiring remote tech talent.

 

Related Topics : A Big Market for Big Data Jobs, Midmarket CIO, IT Management Automation, SharePoint, Technology Markets

 
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