6 Tips for Hiring Remote Tech Employees

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Write Out Your Expectations

Sure, expectations fluctuate as new projects are added and as goals shift. But, for the sake of the company and the employee, make a list of job expectations. If you're hiring a project manager, for example, make sure your "office" rules are crystal clear. Include the following in an employee agreement:

  • Hours required per day
  • Expectations of communications and check-ins
  • Time-off notices and scheduling rules
  • Expectations of work hour flexibility — when they need to be in the office/when they don't have to be
  • Particular expectations on deadline of deliverables, schedules, and quality of each project

Keep a cohesive policies and procedures manual that all employees can access. It's also helpful to create a list of consequences if the employee violates any terms of the agreement.

Have the employee review these expectations periodically and sign off on them.

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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