Whether you’re looking to expand your staff or planning to contract the services of a freelancer, the internet has opened up the world and made it easier than ever to hire someone you’ve never met.
Hiring someone you’ve never met can be tough, but it’s possible, even if you’re not in the same city or country as them! If you’re concerned about the validity of their resume, the quality of their work, or their trustworthiness in general, hiring someone in this manner can be downright terrifying. When you’re looking to expand your business, whether that means growing your client base or finding part-time help, there are plenty of ways out there to make this process easier for both parties involved.
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Research the candidate
Finding the right person for a job is never easy, but it can be especially tricky when you’re hiring someone you’ve never met. Before you make any decisions, it’s important to do your due diligence and get as much information as possible about the candidate.
Here are some tips on how to research the candidate before taking the plunge and making an offer:
- Look at their online presence. Check out their social media profiles and website (if they have one). This can tell you a lot about their interests, beliefs, and values. It can also give you an insight into their personality and how they interact with others.]
- Conduct a background check. It’s important to get all the facts about a potential hire. A background check will reveal any criminal records, academic qualifications, and other relevant information.
- Talk to their previous employer. Speaking with their former employer or supervisor can provide valuable insight into how the candidate performed in their last role.
- Set up a video call with the candidate and ask them questions related to the job they’re applying for. This will help you get a better sense of who they are and whether they’ll be a good fit for your team.
By taking the time to research the candidate before hiring them, you can ensure that you’re making an informed decision and getting the right person for the job.
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Check references
It is important to get a thorough understanding of the candidate’s work history and experience by speaking to those who have worked with them before. This is especially true if the candidate has limited or no professional experience. Speak with past employers, colleagues, or clients, and ask questions about their performance, attitude, and skills. The more information you can get about the candidate, the better your decision will be. When you call references, make sure to give them enough time to provide meaningful answers. If they are able to provide specific examples of the candidate’s work, that can be very beneficial in getting an accurate picture of the candidate’s capabilities.
After you have collected your reference checks, take time to review the information you received. Ask yourself if the candidate has the skills and experience necessary for the position. Make sure the references are aligned with the job requirements and that they demonstrate that the candidate can meet the job expectations.
Finally, once you have all of your information together, you can make an informed decision about whether or not to hire the candidate. With careful consideration and thought, you can feel confident that you are making a smart decision about someone you have never met.
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Set up a video interview
A video interview is a great way to get to know potential candidates and gain insight into their work style, communication skills, and technical knowledge. In addition to allowing you to assess their qualifications, it also allows you to get to know them on a more personal level.
When setting up a video interview, it’s important to choose the right platform. Make sure that you choose a platform that is user-friendly and easy for both you and the candidate to use. Once you have chosen your platform, it’s time to decide on the format. Will the interview be one-on-one, or will you have multiple people from your team involved? Will you ask pre-prepared questions or will you allow the conversation to flow naturally? Knowing what kind of interview you want to conduct will help ensure that you get the most out of it.
Finally, when scheduling the interview, make sure that you are both available at a convenient time. If possible, try to arrange a video interview during normal business hours so that you can both give it your full attention.
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Ask for a portfolio
A portfolio is a great way to get an understanding of the potential employee’s skills and capabilities. By requesting a portfolio from the candidate, you can review their past work and get an idea of how well they’ll be able to handle the tasks required for the job.
When asking for a portfolio, it’s important to ask for specific examples of the type of work you’re looking for. For example, if you’re hiring someone for a web development role, ask for examples of websites they’ve designed or developed. This will give you a better understanding of their experience level and how well they’ll be able to handle the job. In addition to asking for a portfolio, you may also want to ask for testimonials from former clients. This can provide further insight into their work history and abilities.
The portfolio and references you request will help give you an understanding of the candidate’s qualifications and experience before making the hire.
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Test their skills
Test the candidate’s skills and assess their capabilities without relying on face-to-face interaction. First and foremost, you need to decide what skills and qualifications the potential hire needs to possess in order to be successful in the role. Once you’ve narrowed down your list of requirements, it’s time to test the skills. A great way to do this is to provide them with a task that will help you gauge their abilities and assess whether they would be a good fit for the job. This can include online tests, written assignments, or even simulations. If the potential hire passes these tests, you can move forward with further interviews and discussions. You may also want to request additional information, such as certificates.
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Have a trial period
One of the best ways to make sure you’ve hired the right person is to set up a trial period. This allows you to get a better sense of their skills and experience without making a long-term commitment. During the trial period, make sure to provide the person with clear goals and expectations so that they know what is expected of them. When setting up a trial period, make sure to ask for regular feedback from both parties. This will give you an idea of how the new hire is doing, as well as any areas where they may need more guidance or support.
Finally, make sure to clearly define the terms of the trial period before you bring on the new hire. This will help ensure that everyone is on the same page and prevent any surprises down the line. By taking the time to establish a trial period and setting clear expectations, you can hire someone without ever meeting them in person and feel confident that you’ve made the right decision.
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Check-in regularly
Regular check-ins help build trust and establish a relationship. Checking in with the new hire will let them know that you’re there for them and that you care about their progress. It also gives you the chance to get to know them better as well as stay on top of any issues or questions they may have. When checking in, try to make sure you’re doing it at consistent intervals. This helps your new hire plan their day-to-day tasks and gives them the opportunity to ask questions or address any concerns they might have. You don’t have to schedule a call every day; instead, set up regular check-ins at a frequency that works for both of you.
Checking in should involve more than just discussing work tasks. Ask them how they are doing, and take the time to listen to what they have to say. You can also use this as an opportunity to provide feedback, offer support, and give resources that can help them do their job better. By taking the time to check in with your remote worker regularly, you can establish a strong relationship and ensure a successful working experience for both of you.
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With thoughtful questions, remote interviewing tools, and clear communication, you can find the perfect candidate for your team – no matter the distance. With that said, there are certain roles where an in-person interview is still necessary. When deciding whether or not to hire someone you haven’t met in person, consider the role and its responsibilities. If you have any doubts, don’t hesitate to schedule an in-person meeting after the initial phone and video interviews.
Regardless of what method you choose, it’s important to remember that you should always treat potential hires with respect and professionalism. This will help ensure that everyone has a positive experience during the hiring process.
Overall, hiring someone you’ve never met can be a positive experience for both parties. It helps you expand your talent pool and gives job seekers more opportunities to find the best fit. Just be sure to follow up often and trust your gut. Good luck!
