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Small businesses and solopreneurs are turning to hiring virtual talent to grow their operations and stay competitive. And, technical skills alone aren’t enough anymore. Now, businesses look for three main things: competence, reliability, and niceness.
This change in hiring priorities responds to how work itself is changing. More businesses use remote work and virtual teams. The ability to work well with others from far away has become crucial. But what does it mean to be competent, reliable, and nice for virtual talent? How can businesses find people who fit these criteria?
The growth of virtual talent
Virtual talent has become more important recently. Elizabeth Eiss, founder of Results Resourcing, connects small businesses with virtual talent. She’s seen this change firsthand. Before the pandemic, many small businesses preferred working with people on-site. However, they didn’t think twice about working with their attorney or CPA off-site. She joined me on The Business Storytelling Show to discuss the topic.
The pandemic sped up the trend of working virtuallyand expanded it to include more types of jobs.
Virtual work opens up many possibilities for businesses. They can find the best person for the job, no matter where that person lives. They’re no longer limited to hiring people in their local area.
The new hiring criteria: Competent, reliable, nice
Let’s break down what it means to be competent, reliable, and nice for virtual talent:
Competence
Competence in a virtual setting includes several abilities. These are working alone, managing time well, and delivering results without constant supervision. Elizabeth emphasizes focusing on several factors when assessing competence. These include business skills, tools skills, software tools skills, and workstyle.
For small businesses, competence often means handling various tasks. Every business has a “back room” and a “front room.” The front room is the core work that delivers value to clients. The back room is everything else needed to run the business. Competent virtual talent can help with both areas.
Reliability
Reliability is even more important in a virtual environment. Businesses can’t physically check on their virtual employees. They need to trust that their virtual talent will meet deadlines, communicate well, and be available when needed.
Elizabeth stresses the importance of reliability in her platform’s vetting process. They focus on freelancers who understand local culture and business practices. This understanding is crucial for certain roles, especially in marketing or customer support.
Nice
The “nice” factor plays a crucial role in virtual work environments. Nice people are easier to work with.
Personality fit is important in virtual work. Virtual team members need to know what they’re doing and get along well with the rest of the team. If team members don’t work well together, it can cause problems for the business.
Finding virtual talent that fits the criteria
How can businesses find virtual talent that is competent, reliable, and nice? Here are some strategies:
Use specialized platforms
Specialized platforms – like Results Resourcing – connect businesses with pre-vetted virtual talent. They use a combination of algorithms and human interviews to compile a list of highly vetted people for different roles.
These platforms can save businesses time and effort in the hiring process. They’ve already done much of the vetting work, making it easier for businesses to find qualified virtual talent quickly.
Look beyond skills
Skills are important in hiring decisions, but they shouldn’t be the only factor. Businesses should also consider how virtual talent can contribute to their core value proposition. This approach helps businesses focus on finding talent that can add real value, not just handle basic tasks.
Consider cultural fit
Understanding cultural differences can be crucial, especially for customer-facing roles. Virtual talent from the same country or region may better understand local business practices. This understanding can be very important in roles like marketing or customer support.
Prioritize communication skills
Good communication is important in a virtual setting. Businesses should look for candidates who can express their thoughts well in writing and respond promptly to messages. Good communication skills help ensure smooth collaboration in virtual teams.
Assess work style compatibility
Work style is an important factor in the matching process. Businesses should create a job profile that outlines their needs and expectations. Understanding how a candidate prefers to work can help ensure a good fit with the business’s needs and culture.
The benefits of hiring virtual talent
Hiring virtual talent that meets the “competent, reliable, nice” criteria can bring many benefits to small businesses:
Increased flexibility
Virtual talent allows businesses to scale up or down quickly based on their needs.
Access to a wider talent pool
Virtual talent allows businesses to hire the best person for the job, regardless of geography.
Cost savings
Virtual talent often comes without the overhead costs of full-time employees. Businesses can pay for the necessary hours or projects without committing to full-time salaries and benefits.
Improved focus on core business
Outsourcing non-core tasks to virtual talent frees up time for business owners.
Faster turnaround times
With virtual talent, businesses can often get started quickly. Some platforms can set up a competent, reliable, and nice team within 24 to 48 hours.
Challenges and how to overcome them
While hiring virtual talent offers many benefits, it’s not without challenges. Here are some common issues and how to address them:
Building trust
Building trust with someone you’ve never met in person can be challenging. Regular video calls and clear communication can help. Starting with smaller projects can also help build trust over time.
Managing time zones
Coordinating schedules can be tricky if your virtual talent is in a different time zone. Set clear expectations about working hours and response times from the start. This can help avoid misunderstandings and ensure smooth collaboration.
Ensuring quality work
Without direct oversight, some businesses worry about the quality of work. Setting clear deliverables, conducting regular check-ins, and using project management tools can help maintain high standards.
Maintaining company culture
Fostering a sense of company culture with virtual talent can be harder. Regular team meetings, virtual social events, and clear communication of company values can help integrate virtual talent into your culture.
Technology issues
Reliance on technology means potential for technical difficulties. Ensure your virtual talent has reliable internet and necessary software. Have backup communication plans in place to minimize disruptions due to technical issues.
The future of virtual talent
The demand for competent, reliable, and nice virtual talent will likely continue to grow. Businesses are adapting to changing work environments, and the trend is towards quick, flexible, and high-quality virtual talent. This will likely shape the future of work, especially for small businesses and solopreneurs.
Many professionals now work from home, with clients spread all over the world – which opens opportunities for businesses and professionals
Best practices for working with virtual talent
To make the most of virtual talent, businesses should follow these best practices:
Clear communication
Set clear expectations from the start. Use video calls when possible to build personal connections.
Regular check-ins
Meet at the right intervals to give updates and feedback.
Use collaboration tools
Use the right tools to keep everyone on the same page.
Provide context
Help virtual talent understand your business goals and culture. This can lead to better alignment and results.
Offer opportunities for growth
Provide chances for virtual talent to take on new challenges and develop their skills. This can increase engagement and retention.
Conclusion
The shift towards prioritizing competence, reliability, and niceness in virtual talent is significant. It shows a growing understanding of what’s needed for success in a virtual work environment. Technical skills are important, but the ability to work well with others from a distance is equally crucial.
For small businesses and solopreneurs, embracing this new criteria can lead to more effective teams, improved productivity, and better business outcomes. Many businesses now focus on outsourcing their “back room” operations, allowing them to focus on their core business.
Businesses should focus on finding virtual talent that is skilled, reliable, and pleasant to work with. This approach can help build strong, effective virtual teams that drive growth and success.
The world of work continues to evolve, and those who can effectively leverage competent, reliable, and nice virtual talent will be well-positioned to thrive. They’ll be ready to face today’s challenges and opportunities.
Hiring virtual talent can be a success when focusing on competence, reliability, and niceness.