How to Hire Employees for Clients Running a Home-Based Business

How to Hire Employees for Clients Running a Home-Based Business

Remote work is on the rise thanks to the wide range of benefits it offers to both employers and employees. The evidence is clear that remote workers on the whole are happier, healthier and more productive than their office-bound counterparts. In the digital age, it is also becoming easier than ever to start and run your own home-based business.

Successful home-based businesses will eventually need employees, however, and recruiting for a client who’s running a home-based business can be a challenge.

Effective Recruitment Saves Time and Money

Employee turnover is costly for any business, but it can be particularly costly for smaller or home based businesses. Training a new employee takes time away from doing other things, not to mention each employee generally carries more weight and responsibility in a smaller business. Losing or even having to let go a single employee is far more problematic in a smaller business than in a larger one where there are more employees to cover temporary gaps.

Remote Work Changes the Recruitment Process

Recruiting remote workers for your client can be vastly different from recruiting traditional office workers. The likelihood is, their business will not be as large, well-known or sought after as larger companies might be. While larger companies may have the resources to be constantly developing methods to grow their pool of talent and draw from it, small independent businesses will lack the resources.

Conversely, however, what home based businesses have to offer that traditional companies do not is a more attractive position with an opportunity for a rapid advancement. Most home based businesses are also very successful thanks to new tech that enables them access to platforms and software earlier reserved for large enterprises only.

Today, small home-based businesses can become a serious competitor to large enterprises if they play their cards right, so recruit for them as seriously as you would for a large enterprise.

Traits to Look for In Remote Workers

When it comes to hiring remote workers, you will look for a very different set of traits and skills when compared to a traditional office worker. In fact, an employee that thrives in a traditional office setting may not do so well as a remote worker. Then again, workers who do not thrive in a traditional office environment can do extremely well on a remote position. This means all resumes and work histories should be viewed in a very different light. Here are 5 key traits you want to look for in an employee when recruiting for a client running a home-based business.

1. Independent Thinker

Almost across the board, larger businesses and companies want “team players.” While you certainly want someone who can at least “play nice” with a team, you don’t want someone who is actually dependent on a team for support. You are looking for those who can and even prefers to work on their own.

2. Wide Range of Skills

When larger businesses are looking to hire someone for a certain job, they generally want someone who has several years of experience. They want specialists who they know they can count on to do one job, do it well and possibly keep doing it for several years. While a larger business may pass on a resume from an individual who has experience in retail, bookkeeping, SEO and graphic design, this might be just right for your client. What this shows is that they can handle a multitude of responsibilities and they are constantly picking up new skills.

3. Give a Chance to Job Hoppers

Workers in large companies are often like small cogs in a large wheel. Employees perform certain, specific tasks again and again – sometimes for years. Employees who can do this are highly valued by the company, and there’s nothing wrong with such a job, but not everyone is cut out for it.

Some people get bored as soon as they master a certain task or skill and want to move on to something new. This might be exactly the kind of employee you are looking for your client.

As your client’s business grows and markets change, they will need someone who can grow and change with it.

Just because a candidate didn’t last long in a job that only wanted them to do one thing for many years doesn’t mean they won’t thrive in a more challenging position.

4. Tech Savvy and Creative

A remote position requires knowledge and understanding of various tech solutions and software that will enable the worker to communicate, collaborate and do well with a team of others who also work remotely. Focus on candidates who show technical aptitude, as they will more easily overcome various challenges connected with remote work.

5. Problem Solving Skills

Small businesses owners are leaner and require employees to sometimes make critical decisions on their own. This means you will focus on critical thinkers that can make smart, well-informed decisions, sometimes on the fly.

Perhaps one of the most critical aspects of hiring remote workers is throwing out the entire paradigm of what makes a “good” employee. That means that you have to create and develop a new paradigm of what an “ideal” employee looks like for small business owners who are looking for remote employees. This also means revamping hiring and recruitment practices as well.

You won’t find different fish by fishing in the same seas as the big companies and using the same bait – particularly when you are not even looking for the same fish.

Lisa Michaels

Lisa Michaels is a freelance writer, editor and a striving content marketing consultant from Portland. Being self-employed, she does her best to stay on top of the current trends in the business world. Feel free to connect with her on Twitter @LisaBMichaels.

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3 replies
  1. Iain @ ISL
    Iain @ ISL says:

    Spot on Lisa,
    Home-based businesses and also trad companies are increasingly turning to remote workers, or offering employees the chance to work from home at least.

    As someone who’s been on both sides of the fence – as a remote worker and now as someone who’s frequently charged with either tracking down remote workers for our clients or, increasingly, finding new staff for scaleups often based in garages / home offices / attics, the biggest issue is finding candidates mature enough to deal with these non-traditional work settings.

    One thing I would say is that it takes a high degree of personal responsibility and maturity to make a success of working remotely – or in non-conventional settings. One thing we look for in candidates for these types of role is a proven (traditional) work history. It’s not always the best career start for straight out of college graduates.

    Reply
    • Lisa Michaels
      Lisa Michaels says:

      Glad you liked the post. I agree maturity is essential, as those working from home sometimes have more on their plates than employees that are office based.

      Reply

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