Last Updated on November 3, 2023

Hiring Remotely Can Solve Major Staffing Problems If You Maintain These Practices For Compliance

With labor shortages, quitting and re-hiring issues, is remote hiring the answer? We know that as the landscape continues to change: Almost 60% of employees prefer a hybrid work model, and a third prefer exclusively remote, according to a Gallup study. Nearly 55% of companies that can offer hybrid and/or remote capabilities will do it going beyond 2022, the survey revealed.

So, remote hiring is here to stay. To help, here are five issues HR pros will want to consider and/or act on when hiring employees who will work remotely or hybrid.

Crossing state lines

Recruiting and hiring remote employees will likely be different as early as your evaluation process. Some states limit the criteria you use to evaluate job candidates and how – or if – you can ask about those subjects. Some parameters that are handled differently from state to state include:

• criminal history inquiries
• credit report requests
• background checks, and
• drug tests

One example: Many states have laws that limit how or if companies can request or consider candidates’ criminal history. So you’ll want to get familiar with the hiring laws in the states where you’ll interview candidates before you start the process and make sure to work with an experienced screening company to assist you.

Communicating with applicants

It’s always important to communicate early, often and clearly with job candidates. But when you’re hiring for remote positions, it’s critical to winning the high level of talent you’d hope to get by creating the opportunity.

Set expectations early in the recruiting process for how and in what frequency you intend to communicate. Same goes for candidates: Let them know the best channels to communicate with you or recruiting specialists and how frequently they’ll need to do it.
Other communication considerations:

• Meeting norms. Do you want cameras on or off? Will you record interviews?
• Response times. Give maximum wait times for response times in all the channels you’ll use to communicate throughout the hiring process – from chat to email to phone calls.
• Connections. Give candidates a full view of how teams get and stay connected when one or all work remotely. You’ll want them to understand the different communication methods, culture, expectations and security for handling the technology as relationships evolve.

Adhering to the state lines with policies, handbooks

Remote workers will likely bring up the same HR issues as on-site or local employees. But how they’re governed might be different. Employment laws can differ from state to state.

Keep in mind this general rule of thumb: The law that applies will most likely be the law of the jurisdiction of where the person is working. Still, there may be exceptions.

Multi-State Handbooks

Hiring remotely will likely call for updated workplace policies and handbooks that define and maintain those. We won’t kid you: This probably won’t be one of the easiest things you’ve ever done!  Even HR department leaders can hire assistance, in this arena. A company such as MyHRConcierge can make remote handbooks seamless for you. Laws and guidelines that govern payroll, contracts, work conditions and other legalities differ from state to state.

Defining the limits

Remote and hybrid work don’t necessarily mean flexible work, so you’ll want to work with hiring managers – and possibly their teams – to define flexible, hybrid and remote guidelines and expectations. Then, in writing, make those clear.

Keep in mind details regarding start and finish times and days, split shifts or non-traditional working weeks. Define what a role demands, define days, hours and expectations. If there’s flexibility, define the limits on that, as well, and have new hybrid and remote employees agree to the terms.