Remote Culture 12 min read
Content Writer @ Galactic Fed
Published 06 Oct 2021
Remote work is growing—at a mighty fast rate.
A quick search on Google Trends makes that pretty clear.
Source: Google Trends
Of course, the COVID-19 pandemic has streamlined this trend, but it certainly spurred interest beforehand. According to this Buffer report, 99% of respondents stated they would prefer to work remotely, at least some of the time, for the rest of their careers.
Rest of their careers. Hold on—this doesn’t sound like a trend. It sounds like remote work is here to stay.
As a fully-remote company ourselves, we get the appeal. Actually, that’s an understatement. We preach the benefits:
Sounds kind of nice, huh? If you’ve decided to build or transition a business online to reap these benefits—but need a little advice on how to hire remotely—then you’re in the right place.
As part of our Remote Culture Series, here are six hiring best practices for remote companies.
Advertising remote positions is very much like advertising a business. You need to learn where your target audience hangs out, and then you need to push your content there.
While you can find remote job seekers on general job sites, there are now websites dedicated to remote work opportunities.
Filtering out the office-based positions is helpful for both prospective employees and employers. The applicants don’t have to sift through in-office jobs during their search, and employers don’t have to worry about applicants overlooking this detail and running into misunderstandings.
While there are tons of websites you could leverage, here are some of the most popular remote job sites:
Depending on what type of business you own and what positions you’re hiring for, you could focus your recruitment further. Some of these websites are known for listing jobs in specific industries. We recommend doing a deeper dive into these remote job sites and finding the ones best-suited for you.
Remote work is certainly attractive because it’s flexible—but that doesn’t mean there aren’t any boundaries or obligations.
Expectations regarding work styles, availability, and team interactions may get lost in translation, so it’s vital to set remote work boundaries from the beginning.
Whether it’s in the job description or during the interview, here are some things you need to communicate during the hiring process:
In addition to remote work obligations, we recommend taking the time to describe the role clearly and thoroughly—in terms of both short-term and long-term expectations. Here are a few easy ways to do that in the job description:
Establishing cultural fit can feel like a first date. You try to squeeze in as many questions as you can to spark a connection—so you can, ideally, make a decision by the end of the conversation.
It’s more work than reviewing an applicant’s skills, but it’s crucial for your business. Why? A culturally-aligned team drives productivity and increases retention.
Source: Neil Patel
As the old saying goes, there’s no “I” in team. And for your business to thrive, you need a team—not a group of individuals. While it’s harder to determine this connection virtually, it’s certainly possible. (If dating apps can do it, so can you.)
Here’s how to do it during the hiring phase:
And once you hire someone, hold up your side of the bargain and make sure your culture shines through during the onboarding phase. The probation period is a chance for both of you to assess each other—and top talent will move on if they feel you’re not walking the walk.
Need some inspiration? Here are some tips from our Co-founder, Zach Boyette.
Many businesses are transitioning into a digital workplace and building remote teams. Consequently, many employees are leaving in-office gigs to pursue remote work.
So it’s only fair to acknowledge that prospects won’t have years of remote work experience under their belt. With that said, you may want them to have some familiarity with remote processes—particularly if you’re hiring for a leadership role.
Here are some questions you can ask candidates during interviews:
However, if they have the skills you’re looking for and align with your culture—but don’t have remote work experience—that shouldn’t be a deal-breaker. We encourage you to support them in their transition with the right tools and training packages.
Speaking of remote work experience—how familiar are you with video conferencing software and virtual interviews?
These recruits are assessing you, too, so your virtual first impression needs to be just as powerful as your in-person first impression would be. Here are a few tips to put your best foot forward when hiring remotely:
I know this sounds like a lot. But conducting professional, organized video calls isn’t just crucial for your hiring process—it’s helpful for all your virtual meetings. Consider the time you take to improve your video call setup as an investment for your business!
If the candidate has technical difficulties, don’t hold it against them. We recommend preparing a backup plan, like a phone interview, if there’s a glitch—and sharing this information with the candidate beforehand.
While COVID-19 and remote work have disrupted businesses’ compensation strategies, many still don’t know how to pivot. In fact, when asked what their 2021 remote pay plan is, 33.1% stated that they still don’t know.
Hey—we don’t blame them. Compensation gets tricky when you’re a remote company. What’s attractive and what’s fair become completely different in this new context.
An attractive compensation package needs to be competitive. When companies operated mainly out of brick-and-mortar offices, the competition was local and obviously less intense. But as a remote company, you’re competing against companies all over the world. (Some of which pay in a currency with favorable exchange rates.)
This means you need to put in extra effort in creating attractive compensation packages that’ll beat out your international competition. If you can’t increase salaries, consider offering benefits like mobile plans or stock options.
Fair compensation is just as important. As a remote company, employees will be based worldwide—with different costs of living. One could live in Singapore, one of the most expensive cities globally, and another could live in Thailand, a relatively affordable place to live. If they’re doing the same job, will you pay them the same or adjust their salaries based on their cost of living?
While we can’t make that decision for you, we encourage you to reflect on your current compensation packages and aim to find a balance that avoids huge salary gaps between members.
No matter your decision, be transparent about compensation early on—what the salary is, how you calculated it, and how it’ll increase over time.
If you’re reading this blog post, you’re building or transitioning into a remote company. (Welcome to the club!)
While it’s exciting, we understand it can also be overwhelming—there’s a lot to navigate. So we’ve pulled together all our tips and tricks for building a successful remote company. Here are some I think you’d like:
If you’re looking for more information on hiring and growing your team, take a look at this blog post that outlines six things you need to know about building a remote team.
Or, if you’re at a point where you’re stumbling on some challenges, don’t stress—here are some ways to overcome remote work roadblocks.
Got some killer remote talent on your team? Develop a strategy for remote employee retention to keep them around and attract more great talent.
Content Writer @ Galactic Fed