Practical Advice for Recruiting Virtual Personnel

recruitment processThere are certain things that set recruiting virtual personnel apart from the onsite context. Here you will find some useful advice on how to go about this task in a professional and confident way.

Set the profile

Before embarking on the recruitment process, it is essential to define the profiles of the people, your team needs and the common objectives they will have. This is the best way to organize your process recruitment and hiring of the people who will collaborate on your team.

Some things to keep in mind as you start to define the profile are:

  • Duration of the project
  • Amount of time your prospective employee will be working on the project (full time, part time, on demand…)
  • Duties that are required for the project
  • Education level
  • Languages
  • Talents and skills
  • Specialized knowledge in any area
  • Experience
  • Previous experience as a virtual employee

Preliminary Steps

  • Search for virtual workers and professionals that fit the profile
  • Review résumés and set aside those not meeting all of your requirements
  • Prepare content for the recruitment interview of virtual personnel
  • Plan interviews for groups or individually

The Virtual Interview

The most advisable steps for carrying out the recruitment interview of virtual personnel are:

  1. Introduction of the session and presentation
  2. Guiding questions for the session (review the semi-structured interview script)
  3. Test as needed
  4. Description of the position offered (project, duration, availability, duties, pay rate, etc.)
  5. Participation and applicant perceptions of the proposed position
  6. Conclusions and closing

During the interview, it is advisable to take note of the most relevant aspects of each candidate to simplify your decision.

The Final Decision

  • Traits: During the entire process, keep in mind the 4 key traits that all virtual employees must have: autonomy, self-motivation, good communication skills and a strong connection with the company’s purpose.
  • Consistency: Look at each candidate's consistency and how they fit the profile you outlined at the start, this will help you decide who is best suited for the position offered. Keep a score card for each candidate if necessary.
  • Second Interview: Some recruitment processes require a bit more detail and precision, for cases like this holding a second round of interviews with the people who most fit the profile is advisable. In this second interview you can measure up and touch on other additional factors to give you a better sense of the candidates' knowledge and skills to make a better decision.
  • Second opinion:Sometimes one opinion or view is not enough to decide the best suited personnel for the job, for this reason it is also advisable to seek the opinion of someone else with knowledge of the project who might enhance the recruitment process.
  • Response and Confirmation: Once you've made the decision on the person or persons who best fit the profile you need, you'd be advised to send a response and confirmation email to say thanks for participating, and spread the final outcome of the recruitment process for the job they applied for, to both the successful and unsuccessful candidates. This is part of your company's good image.
  • Database: You're advised to keep a database of your applicants who were not chosen for the job, listing the type of tasks they might do well in. Even though they didn't fit the profile of your immediate needs, in the future these people will likely be useful for upcoming projects and recruitment processes.


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