When it comes to hiring, at the end of the day you only need two things;
i. That the person you bring on board has the skills they say they have, and
ii. Is a culture fit.
Basically, the way they see things is similar to yours. They value the same principles and can be a part of the mission. Not having the skills will be costly in the short run... because you as a manager have to invest time and resources to grow those skills.
Not having the mindset will cost you in the long run because they will simply leave for the next opportunity that is more in alignment with their interests... or worse, create unnecessary conflict and tension inside your organization. So once more, remember to check both requirements are met when making a new hire. But this is valid for any recruiting process you might say, and that's perfectly true.
So what makes remote teams better?
And here is one of the gems. With remote work you can hire the best talent you can afford... not the best talent at your location, which can either lack the skills, or if you live in a big city, can be extremely expensive. But you also are exposed to some risk.
How do you know if that person you are about to hire has the qualifications... they're advertising and isn't overselling themselves and their ability to perform?
The most efficient way to put this to the test, is do just that. Put them to the test. Create a small project that you will pay for. It can be anything from a few hours to a few days depending on your industry. If you'll be recruiting on a consistent basis, you might even consider investing in a practical aptitude test that will semi-automate things.
Using this method, you'll not only determine their expertise, but also gauge their communication skills, punctuality... and many other strengths and weaknesses. Look, I started my career as a freelancer... and for over twelve years I've been applying to projects, taking calls and interviews... and have been on both sides of the fence. And something that is extremely important when recruiting... and evaluating the potential of a candidate is to ask them what they work on in their spare time.
So if let's say you hire a web designer, look at what they work on in their spare time. If it's still design work, it means that for them it's not a job. It's a calling. It's a passion.
Also, there can be a big difference between what he or she considers great design and what a client wants. On many occasions, client went with a different option than I advised on. Long story short, when recruiting, make sure they have the right skills with a practical test. Find out if they can be a member of the mission as well, and if possible, get someone that isn't doing this as a job, but is truly passionate about it.
Top comments (0)