Remote Staffing Services

Depending on your needs and preferences, the hiring procedure for remote staff employees may alter. The interview can be conducted through video conferencing equipment or over the phone. You might ask a resource for tests of their abilities or request examples of their work, depending on the job. After the interviews, the team manager will select the best candidate for the position and give you the names of the shortlisted candidates. The onboarding process, which may involve a contract, NDA, instructions, and training on your tools and procedures, begins once you have chosen the candidate. Finding the ideal candidate for your position is the objective.

How long it takes to get resources to work for you depends on a number of things, 

• such as the type of work, 
• how hard the job is, 
• how many resources are available, and 
• how you hire them. 

Once the hiring process is done and the tools are known, how long it will take to start the work will depend on how hard it is and how much training is needed. If the work is easy and the people who will do it already know how to do it, they can start right away. But if the work is hard and needs a lot of training, it could be a while before the resources can start. Both sides can help speed up the process by talking to each other and getting ready.

Yes, remote employees typically have the same contractual obligations as employees who work on-site. When a business hires a remote employee, it often creates an employment contract outlining all of the terms and circumstances of the employee’s employment, including any duties the employee might have.

These requirements could relate to:

1. Work hours: Just like an on-site employee, a remote employee may be obliged to put in a set number of hours per day or per week.
2. Job duties: The specific job duties that the remote employee is required to execute may be outlined in the employment agreement.
3. Confidentiality: To secure the company’s sensitive information, the remote employee might be forced to sign a confidentiality agreement.
4. Non-compete: A non-compete clause in the employment contract may prevent a remote employee from working for a rival organisation for a predetermined amount of time after leaving the company.
5. Communication: The remote employee may be expected to maintain regular contact with their manager and coworkers using tools and procedures that have been approved by their employer.
6. Performance: The employment agreement may specify performance benchmarks and requirements that a remote employee must satisfy in order to keep their job.

Depending on the requirment , the interview process for remote staffing can be different. In some situations, the our expert team manager may talk to the candidates directly face to face, either over the phone or through software for video calling. Our recuirtment team  do the first screening and interviews with candidates before showing them to the manager and then final round with client. In the end, the client will decide who will do the interviews for staffing.

Even though working from home gives more freedom about when and where work is done, the candidate must be present during the set working hours. During the hiring process, we make sure candidates know what the company wants from them in terms of flexibility and work hours. This can help make sure that the candidate is willing and able to meet those standards. Setting clear goals and giving regular comments can also help make sure the remote worker is meeting the deadlines.