There is no denying that COVID-19 has drastically changed the way we work. In addition to being open to hiring remote employees and offering full-time employees flexibility with work hours and locations, many businesses are turning to independent contractors to lower costs. Meanwhile, more and more professionals are seeking more flexible work options, including becoming independent contractors, many of whom work remotely.
As a result of these changes, more and more businesses are hiring remote contractors. However, it can be difficult for businesses to wade through the influx of remote contractors to find the ideal remote contractor to fit their needs.
This blog post will give you some tips on how to identify the idea remote independent contractor for your business. We’ll cover things like skillset, experience, and communication style. By taking these factors into account, you’ll be well on your way to finding the perfect contractor for your needs.
1. Look in the right places
In order to find a great remote independent contractor, you need to look in the right places. There are 3 ways to look for high-quality remote independent contractors.
The first way to find great remote contractors is to enlist the help of an agency that specializes in finding independent contractors. Right People Group has teams of dedicated delivery managers throughout Europe who take the time to understand your requirements and can provide a shortlist of contractors that match your specific needs. We are connected to a significantly wide network of professional independent contractors, which enables us to find your ideal contractor quickly.
The second is to use an online marketplace of experienced independent contractors like Onsiter. While looking in places like Fiverr or Upwork may be tempting, it’s important to remember that the quality of freelancers on these sites can be hit-or-miss. With Onsiter, you’ll have access to all the high-quality independent contractors that are available in Europe. Use the free-to-use Onsiter Vendor Management System to post your project requirements and receive bids from interested contractors or use the filters to find one from their existing network of contractors.
The third way to find great remote independent contractors is through referrals. Ask your network of business contacts if they know anyone who might be a good fit for your project.
2. Look for someone with experience
When you’re hiring contractors, experience is always going to be one of the most important factors. But it’s especially important when you’re hiring a remote contractor.
Inexperienced remote contractors may not be aware of the challenges that can come with working with remote or global teams, such as
- Communication difficulties or time zone differences
- The importance of setting clear expectations from the outset
- Best practices for collaborating with team members in other locations
- Dealing with technical or equipment issues
- How to manage their own time and work schedule
You may then feel like hiring remote workers isn’t as effective as you thought it would be, which can sour your opinion of working with remote contractors in general.
If you’re prepared to take on someone with little or no experience with working remotely, be sure to give them clear guidelines and expectations and be available to answer any questions they may have.
3. Choose candidates who prefer working remotely
Not everyone is cut out for working remotely. It can be lonely, and there are some definite benefits to working in an office environment, such as social interaction and collaboration.
When you’re interviewing candidates for your remote position, pay attention to how they talk about working remotely. Are they excited about the prospect of working from home? Do they have positive things to say about previous remote positions they’ve held?
If a candidate seems indifferent or even negative about the idea of working remotely, they may not be the best fit for the job.
4. Make sure they’re self-motivated
One of the challenges of working remotely is staying motivated and focused on what needs to be done. That’s why it’s so important to make sure that your remote contractor is self-motivated and provide their services without much supervision. Without self-motivation, remote contractors can be unproductive; keep in mind that managing them remotely can be more challenging, so you will want to avoid hiring someone who requires a lot of hand-holding.
Some of the ways to find out if they are self-motivated are to ask about:
- Previous remote work experience and what they enjoyed about it
- Projects they’ve completed independently
- How they usually structure their work day
- What motivates them to do their best work
- What success means to them
Look out for candidates who are positive, proactive, and focus on results.
5. Communication is key
Since you won’t be in the same physical space as your remote contractor, communication is going to be key to ensuring that the work gets done and that everyone is on the same page. Make sure that you’re hiring someone who is able to communicate effectively and who understands the importance of timely communication.
During the interview process, pay attention to how well the candidate communicates. Do they express themselves clearly? Are they easy to understand? Do they ask questions when they’re not sure about something? Ask them about the communication challenges they faced in previous remote jobs and how they handled them.
You may also want to find out what communication tools they’re most comfortable using and if they’re willing to use the ones you prefer. For example, if you use Slack for team communication, make sure the contractor is familiar with it and is willing to use it for project-related discussion.
6. Conduct a pre-hire test
Pre-hire employment tests are an effective way to get candidates to prove that they actually have the skills listed on their CVs. Even if your contractor has worked with multiple clients and can produce a portfolio to show you, it could be more effective to conduct a pre-hire job knowledge test to ensure that they understand the scope of work and have the skills required to complete it.
Consider conducting paid pre-hire employment tests. Paid trial test tasks show that you’re serious about the hiring process and that you only want to work with the best candidates.
7. Get the input of other team members
If you have team members who will be working closely with the remote contractor, it’s a good idea to involve them in the hiring process. They may have different questions or concerns that you didn’t think of, and their input can help you make sure that you’re hiring the right person for the job. Some of the things to look out for when getting input from your team are:
- How well the candidate would fit in with the team’s culture
- If the candidate is easy to work with and communicate with
- What the team’s working style is and if the candidate is a good match for it
8. Check references carefully
As with any other type of hire, references are always going to be important when you’re hiring international contractors. But since you won’t have the opportunity to meet or speak with them in person, it’s even more important to check their references carefully. Make sure you’re talking to people who have actually worked with them in the past and who can vouch for their skills and abilities.
Conclusion
If you’re thinking about hiring a remote independent contractor, these are some of the things you should keep in mind. Experience, motivation, and communication skills are all critical factors that will contribute to a successful working relationship. And when it comes time to check references, don’t forget to ask plenty of questions about their previous experience working remotely.
