In just a few short weeks, COVID-19 has had a sudden and significant impact on all of our lives. Recent reports show that every state has COVID-19 positive patients. Health professionals, first responders, and essential workers are braving the front lines, helping people get the medical attention and resources they need. At home, we're all doing our part, washing our hands, practicing social distancing, and helping those who may not be able to help themselves.
COVID-19 Has Impacted Houston's Communities and Businesses
While the health and wellness of our local, national, and global communities are always a top priority, many business owners in the Houston area are also adapting to the professional changes driven by the coronavirus as well. The economy has undergone rampant fluctuations over the last several weeks, leaving many executives struggling to navigate through these challenging global circumstances while still attempting to hit delivery dates and project milestones. We're all digging deep to maintain balance and keep the ships afloat to ensure we come out on the other side of COVID-19 as strong and as healthy as possible.
Houston Business Leaders Have Adapted to a Virtual Work Environment
Here in Houston, companies have responded with speed and agility, setting up remote workstations to give employees the support and tools they need to protect themselves while carrying on their professional duties. Additionally, Houston business leaders have found themselves navigating through a digital hiring process.
The good news is that sourcing, screening, and onboarding can all be managed using a wide range of online platforms and systems. However, digital staffing brings with it its own distinctive set of considerations to ensure success. If you're currently bringing on new people right now, here are three tips on how to hire in a remote workforce environment:
Determine If Position Is Contract or Full Time
Right now, many Houston businesses are looking for IT contractors to help fill their technical positions and augment any current performance gaps. IT contracting candidates offer many local organizations an ideal way to staff projects and initiatives during this time without requiring an extensive commitment from employers. Hiring managers can bring on contractors for as long as they need, paying only for hours actually worked.
Identify the Ideal Remote Candidate
Most hiring managers have a good understanding of what to look for when hiring traditional, onsite employees. However, the ideal "remote" candidate will need to have a different set of soft skills compared to their in-office counterparts. Beyond technical capabilities, the job description should also include other essential work traits and personality types candidates must have for success.
Recalibrate the Interview Process
Coordinating schedules for in-person interviews can prove a full-time job in itself. Fortunately, screening candidates remotely can prove far easier. Use digital platforms, such as Zoom or Google Meet, to coordinate online interviews for all applicants and relevant stakeholders. Be sure to prepare your interviewers with questions geared toward pinpointing both hard and soft skills. Typically, a remote hire will include three interviews total to cover experience level, cultural fit, and a final interview to iron out pending details, such as salary, hour expectations, and start date.
If you're struggling to hire remote IT candidates in today's rapidly evolving work environment, InQuest staffing can help. Contact us today to learn more.
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