5 Tactics for Hiring Remote Employees

The number of employees working remotely during the coronavirus pandemic has been increasing. Odds are your accounting and finance team is included in this group. If so, you must know what to look for when hiring remote employees. Because you cannot oversee a staff member’s work in person, the criteria for hiring are different than when hiring for on-site roles.

Implement these five tips when hiring remote accounting and finance employees.

Understand the Motivation for Remote Work

Find out the reasons for each candidate wanting to work remotely. For instance, they may need flexibility to care for their children or an aging parent. Also, candidates might desire to work for an employer that’s geographically distant without having to relocate. Gaining greater insight into the desire for remote work can help you make more informed hiring decisions.

Emphasize Soft Skills

Focus on the interpersonal skills needed for remote work. For instance, time management, tech knowledge, and communication are important. Self-motivation, organization, and self-sufficiency are important as well. Candidates need to show they can work independently while meeting deadlines.

Set Up Remote Testing

Provide remote testing for the skills needed to complete the work. For instance, assign a short project related to the type of work the candidate would do if hired. Set a deadline to submit their work. See how well each candidate handles potential tech issues, asks questions about the assignment, and produces a finished product. Or, use a web-based platform that lets you customize tests in aptitudes such as auditing or financial analysis.

Provide Flexibility

Provide as much flexibility as possible in your remote work arrangements. For instance, let employees set their own work hours. Completing tasks during peak performance hours keeps them engaged and productive. Also, emphasize the importance of measuring results more than hours worked. When employees finish their tasks on time, they can move on to other projects. This lets them accomplish more throughout the week, resulting in greater achievements, job satisfaction, and employee retention.

Offer Perks

Emphasize the attractive perks your company has to make remote work even more fulfilling. For instance, provide wellness programs that enhance physical, emotional, mental, financial, and professional well-being. Also, offer virtual team-building events such as a happy hour or movie night. Additionally, provide reimbursement for job-related books, seminars, and other professional development. Plus, offer subscriptions for home delivery of meal kits to prepare healthy dinners. Desirable perks can enhance your remote work culture, employee happiness, and productivity.

Partner with a Recruiter

Hiring remote workers involves finding out why candidates want to work from home and whether they have the technical and interpersonal skills required for success. Pointing out the flexibility and perks your company provides for remote workers helps to attract top talent.

When you need to hire remote accounting and finance professionals, talk with Casey Accounting & Finance Resources. Discover firsthand why we were named on the inaugural Forbes List of America’s Best Recruitment Firms in 2020. Find out more today.

Are You Meeting Finance Candidates’ Pay Expectations?

Part of the challenge in hiring finance candidates is meeting their pay expectations. Although many candidates have realistic ideas of pay ranges, some expectations may be too high or too low. Rather than turning to other candidates for interviews, take the time to decide whether a candidate whose pay expectations are outside your range may be worth considering after all. Here are some ways to do so.

What to Do When Pay Expectations Are Too High

If a candidate’s pay expectations are beyond your range, you want to avoid wasting anyone’s time by keeping them interested in the role. However, don’t give up on pursuing the candidate. Instead, send the candidate an email thanking them for their interest in the position. Let the candidate know their target salary is outside your range for the position. Share that if the candidate’s target isn’t firm, you’d like to discuss the role further. Otherwise, you don’t want to waste their time. Provide your pay range so the candidate can decide how to proceed. They might be able to go a bit lower in their pay expectations.

What to Do When Pay Expectations Are Too Low

If a candidate’s pay expectations are well below your range, you might be tempted to think the candidate won’t be a good fit for the position. However, keep in mind that previous pay is not an indication of a candidate’s true value. Because it’s hard to know which pay range is appropriate for a certain role, companies don’t always properly compensate employees. As a result, being paid below-market-rate doesn’t mean you should dismiss the candidate. Instead, find out whether they can perform the work according to expectations. Or, rather than asking about pay expectations, tell candidates your range upfront. Let them know that pay depends on specific skills and experience, then ask whether they’re still interested in the role.

How to Provide Context Before Discussing Pay Expectations

If your company doesn’t like including pay expectations in job postings, and some overqualified candidates may be looking for higher pay than you’re offering, you might dismiss the thought of calling them for an interview. However, consider meeting with overqualified candidates to discuss details of the role and benefits. Since they know little about the position before talking with you, they don’t understand the responsibilities, pressures, hours, or other information that affects pay expectations. After gaining a better understanding of these factors, candidates are in a better position to decide what their pay expectations should be and whether to move ahead in the recruiting process.

Set Reasonable Pay Expectations

Set reasonable pay expectations with help from Casey Accounting & Finance Resources. As a top Rolling Meadows employment agency, we understand the current job market. We find you qualified finance candidates, set up interviews, and help negotiate adequate pay expectations. Contact us to get started today.