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Mistakes When Hiring Virtual Employees

5 Common Mistakes When Hiring Virtual Employees

Talent acquisition has become a challenge with the 2022 Talent Board report stating that 75% of companies have difficulties hiring. Virtual employees can be a game changer if you want to expand your reach and add flexibility to your staffing. However, like with any employment procedure, there are pitfalls. We’ll walk you through the mistakes when hiring virtual employees so you can avoid them.

Mistakes when hiring virtually

The Virtual Hiring Process

Before we go into the usual mistakes, let’s go over the processes of the virtual hiring process:

Identify Your Needs. Start by outlining the role you want to fill. What are the expected responsibilities, abilities, and outcomes? This phase lays the groundwork for successful hiring.

Make a Job Posting. Compose a complete job posting that includes the job description, qualifications, and any other requirements. Be upfront about the role’s virtual nature and expected hours or availability.

Sharing Your Job Posting to an Outsourcing Partner or Platform. Spreading your job listing on respected job sites, freelance platforms, or virtual staffing agencies can help reach a wider audience. This ensures that you reach a competent candidate pool.

Interview Candidates. Conduct virtual interviews with potential hires to get to know them better. Inquire about their qualifications, experience, and why they want to work for your company.

Check References. Contact references, just as you would with in-house personnel, to confirm the candidate’s qualifications and work history.

Onboard Your New Hires. Provide the essential training and onboarding materials to ensure that your new virtual employee is set up for success. 

Mistakes when hiring remotely

Common Mistakes When Hiring Virtual Employees

Mistake #1: Rushing the Hiring Process

Speeding up the hiring process without conducting the necessary quality checks can be detrimental to your operations. It’s tempting to fill a position quickly with the convenience of online job platforms. However, hiring in haste may result in hiring an unsuitable applicant who can do more harm than good for your company Take your time reviewing applicants, conducting interviews, and checking references.

Mistake #2: Undervaluing Communication Skills

Grammarly’s The State of Business Communication reveals that 72% of industry leaders believe that efficient communication boosts team productivity. When working with virtual employees effective communication is an underrated but important skill. Hiring people with weak communication skills can result in misunderstandings, missed deadlines, and lower production. Ensure that your virtual employees have good written and verbal communication skills. 

Mistake #3: Ignoring Cultural Fit

When employing virtual employees, cultural fit is often disregarded, even though it is equally as vital as hiring in-house professionals. A virtual employee who does not share your company’s values and culture might find it difficult to fit in and achieve the desired outcomes. To avoid potential conflicts, assess cultural fit during the interview process.

Mistake #4: Micromanaging

While it is reasonable to want to monitor progress and ensure tasks are accomplished, micromanaging virtual staff is counterproductive. It can foster a climate of distrust and impede productivity. Set clear objectives, goals, and deadlines instead, and then give your virtual staff the freedom to do their jobs. Owl Labs research shows that 44% of remote workers are concerned about possibly being micromanaged.

The Secret Tip: Establish a Trial Period

Here’s an often unmentioned tip for a successful virtual hiring process: set up a trial period. Consider hiring virtual workers for a limited time, such as a few weeks or a month. During this period, keep a tight eye on their performance, communication abilities, and cultural fit. You can maintain the agreement with confidence if they meet your expectations. If not, you can go your separate ways without making a long-term commitment.

The Bottom Line

Mistakes when hiring employees can have long-term negative effects on your operations. However, effective talent acquisition can help you access to a worldwide talent pool and enhanced workforce flexibility. By spotting and avoiding typical blunders above, you will lay the groundwork for a successful virtual employee partnership that will greatly benefit your firm.

Approach hiring virtual employees with a reliable partner on your side with Managed Outsourced Virtual Employees or MOVE. Reach out to gain insights on your outsourcing journey.