5 Essential Steps to Successfully Hiring Your First Virtual Employee

You've been wearing multiple hats, juggling countless tasks, and pouring endless hours into your business. As a result, your hard work has paid off, and your business is thriving. Now, it's time to take the next step and hire your first employee.

But where do you start? Should you follow the traditional route of finding office space and filling it with desks for an eight-hour workday? Or is it time to think outside the box and consider a virtual workforce—one that allows your team to work from anywhere while keeping your business on track?

If you're leaning toward a virtual setup, you’ll need to do some preparation. Start by outlining your company policies for remote employees and determine which role you should hire first. Ready to move forward? Let’s explore how to make your first hire a success.

How do I hire my first virtual employee? Even though remote work is more common now, hiring virtual employees can still be a challenge—even for experienced HR teams. Here are five essential tips to help you through the process of hiring your first virtual employee and set both you and your new hire up for success.

1. Write a Clear Job Description & Job Posting If your goal is to hire a virtual employee, make sure that’s clearly stated in the job description. Be explicit about the remote nature of the position, and include details on expectations, responsibilities, and communication skills required for the role. Also, list any equipment the candidate must provide, such as a laptop, high-speed internet, and antivirus software. Being upfront about these requirements helps set clear expectations from the start.

2. Ask the Right Interview Questions Asking the right questions during the interview will give you the answers you need. Standard interview questions might not be enough, so consider asking more specific ones. For example, inquire about the candidate's work environment, time-management skills, and how they handle distractions. Communication skills, both written and verbal, are essential for remote work, so be sure to assess these abilities during the interview process.

3. Conduct Face-to-Face (Virtual) Interviews Nonverbal cues, like body language, can provide valuable insights during an interview. If you can't meet candidates in person, opt for a video interview. This allows you to observe nonverbal communication and gives you a glimpse of their workspace. Plus, it helps you determine if they are a good fit for your company culture.

4. Evaluate Both Soft & Hard Skills Since virtual employees work independently, it's crucial to ensure they have the necessary skills before hiring them. Assess both soft and hard skills through practical tests. For example, you might give candidates a writing test if the role involves communication tasks. These assessments can reveal a candidate's ability to work independently, solve problems, and complete tasks accurately. Look for evidence of these skills throughout the hiring process, from applications to interviews and reference checks.

5. Make Your Onboarding Process Remote-Friendly If possible, bring your new virtual employee to your office for a short period to get familiar with the company. Otherwise, make sure the onboarding process is seamless by ensuring all technical equipment is set up and ready to go before their start date. Be clear about expectations, encourage communication, and make yourself available for questions. Continuously review and improve your onboarding process by asking for feedback from new hires.

Thanks to advancements in technology, hiring virtual employees is not only possible but also practical. A remote worker can fulfill the same functions as an in-office employee, often at a lower cost. By following these steps—creating a clear job description, asking the right questions, conducting virtual interviews, assessing skills, and ensuring smooth onboarding—you'll set a solid foundation for your first virtual hire and build a culture that encourages future growth.