How to properly manage a recruitment for a position in home office? You want to take the step and offer a teleworking job to an employee in the company or simply through a new recruitment. Whether it is an internet recruitment or an external recruitment, you need to make sure that this type of employment contract is in line with the job you are going to offer. In addition, you would like to know all the facets of this type of employment contract before committing yourself.
I propose to see these points together to give you all the information you need to make the right choice. At first, we will see what the home office.
What is teleworking?
Teleworking or home office is a contract of employment signed between the employee and the company to enable the employee to work outside the premises of the company on an occasional or regular basis. The development of activities around digital allows to set up this type of work contract with the objective of being part of an improvement of work organization.
Teleworking is still struggling to gain a foothold in companies, even though we are seeing clear developments in comparison with the 2000s. This problem is due to the concern of companies because they are losing control of working hours. of its employees. They are also obliged to review their managerial system in order to adopt it at the home office. It is worth noting that 70% of the workforce is in favor of this type of contract as soon as possible.
The advantages and disadvantages of home office
I suggest you start with the negative aspects of the home office and then move on to the positive aspects.
Working outside the premises of a company will have an impact on the employee if he needs to have social contacts. By moving away from the business, isolation and loneliness can be felt during the time of adaptation. Finally, the communication in the company must be rethinking with new modes of communication if they are not already operational in the company as Skype, Slack, WhatsApp, etc. Finally, it is more difficult to have information about changes and organizational changes within the company.
By offering home office contracts, the company becomes more attractive and shows its willingness to adapt to the comfort of its employees. It also has a greater pool of talent since it frees itself from geographical barriers. Another advantage, by passing employees with this type of contract, the company is able to significantly reduce the size of its premises. In addition, there is evidence that the employee will have a much higher productivity and concentration gain. It will provide better work because it will be much less disturbed by the phone and his colleagues. Distance also helps to avoid the character or bad moods that some employees may have. This way of working will allow the employee to make significant savings on transportation and meals if they are not already paid by the employer. On a physical level, the employee will reduce his stress level and he will be less tired, his quality of life will be better. Finally, he will gain flexibility on the organization of his professional life.
Recruitment for home office
I presented you the contract in home office with these disadvantages and its advantages, I will now present the additional points to be addressed during the interview during the recruitment phase. You will have to adapt your recruitment by adding a few steps.
The passion of his profession
The candidate who is passionate about his job will be much easier to work remotely. Indeed, a candidate passionate about his work will find every morning the motivation to start the day. I advise you to question the candidate on the interest he has for this position and if he has set medium and long term goals. These questions will allow you to highlight his level of passion and motivation for the position to be filled.
Communication between employees
Communication is fundamental to work in home office, because the collaborator will certainly exercise his professional activity with a team, with other collaborators. Collaboration must be done naturally. He must be able to make himself understood by others, and in a clear and precise manner as if he were in front of his interlocutor.
The candidate who wishes to work in home office must be able to quickly appropriate the tools of communication at a distance. Whether, Skype, Slack, WhatsApp, he must be comfortable with this method of communication.
I advise you at first to ask him the tools of remote communication that he used to use. Then you have to test the candidate by offering him a first interview by videoconference. During this remote interview you will be able to check his skills, his way of expressing himself in front of a camera, his way of expressing himself in front of you. If the candidate is in contact with clients and partners of the company, it is also important to check that his dress is well in line with the dress codes of the company. Otherwise, if he does not have an external contact to the company, I advise you not to formalize his dress, because you could miss the talent you are looking for.
The candidate who has the objective of exercising a professional activity from home must be able to demonstrate a very strong autonomy, because it will be much less managed by the company. For this, you must make sure that the candidate will be able to organize his daily work and that he will set goals to achieve with imperative tasks. To assess its autonomy, I advise you to ask the candidate to plan a day's work so that he describes the tasks he will accomplish during this day.
In the majority of cases, the candidate will opt to work from home, but it is possible that he chooses a shared workspace (co-working). It is therefore important to ensure that the working environment provides the optimum conditions for carrying out one's job. I advise you to check that the candidate is a space, a room dedicated to his professional activity to be able to isolate himself from his private life during working hours. Also make sure that he will not be disturbed by his family members and that nothing will disturb his concentration to make it fully operational.
It is important to determine the employee's work schedule. Maybe you want to impose office hours? Which means that those who like to work early in the morning will not match your request. In addition, it is also essential to define the time slots of the week or the employee can be contacted by the company and other employees.
You will have to find a middle ground so that the candidate can reduce his range of hours to gain comfort of life and they can also have a defined time period to be able to communicate easily with the other collaborators.
The trial period
Setting up a trial period will allow you to reassure yourself. So you will be able to evaluate this way of working, that productivity, that way of communicating and if he is able to render his work within a given time.
Once the trial period is over, make a review with the collaborator and take advantage of it to make the adjustments if necessary in relation to those you had set from the start. Finally, formalize a charter of agreement.
My opinion on teleworking
Finally, this teleworking contract offers the teleworker a significant comfort of life. He will give his maximum so he can keep it. However, taking the plunge is not easy, because the company must give its trust, just as its employee must win.
Yet the company gives its trust for many years to its traveling salespeople by not knowing necessarily their daily activities in detail ... So why not do the same with the contract in home office? Is it not the result that matters most in the end?
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