A generation ago, hiring someone from out of state would have meant a lot of extra time, money, and hassle. Not only would the hiring process have been much more difficult (delays in communication, phone interviews, having to travel for in-person interviews, etc.), but once the job offer was extended, it would mean waiting, paying moving expenses, and having patience with the demands that come with relocating.
Of course, times have changed. These days, hiring from out of state is nearly as simple as hiring someone from down the street. That said, it’s important to keep a few things in mind when hiring from out of state. Here are some tips on how to make it work for everyone.
Know which jobs can work remotely…and which can’t.
This is going to be key when it comes to hiring someone from out of state. Are you willing to let the person in this position work remotely, or not? There are pros and cons to each option, but the important thing is to make sure you choose the one that works for you, and that you state it clearly in your job description. This will help to not waste your time with people who are unwilling to relocate if that’s what you need them to do.
Put them through the same process as everyone else.
As much as possible, make the hiring process the same for people out of state as it is for local candidates. Hold them to the same standards and expectations, and put them through the same process as everyone else.
Give and take.
When negotiating, be willing to give as much as you’re asking for. That is, make sure the compensation you are offering is enough to entice the candidate to work for you (whether that means relocating or working remotely).
Know the laws.
Employment laws differ from state to state. If your new employee is going to remain in a different state, they need to be paid appropriately and receive the benefits guaranteed them by their state’s employment. These laws could dictate things like minimum wage, payroll taxes, drug testing, sick leave, anti-harassment policies, notices to employees, and so on.
Make a plan.
If the employee is working remotely, you’ll need to be specific when you outline what you expect from them. Do their work hours fit with your time zone, or with theirs? What meetings do they need to attend, and how should they attend them? Think of the day-to-day operations of your company, and how they might need to be altered to accommodate someone not on location. Be sure to involve the employee in this planning process.
Hiring from out of state may not be as difficult as it once was, but that doesn’t mean there’s nothing special to consider. Take these things into account before you make an out-of-state hire, and you’ll be well on your way to a modern working arrangement beneficial to everyone involved.
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