In today’s fast-paced business world, staying competitive often means finding innovative ways to optimize operations and reduce costs. This often includes hiring virtual employees, including virtual assistants.
Whether you’re looking to scale your team, streamline administrative tasks, or access specialized talent without the overhead of traditional hiring, virtual employees offer unparalleled flexibility and efficiency.
But how do you ensure you’re making the right hiring decisions and maximizing the benefits of a remote workforce?
In this guide, we’ll discuss what virtual employees are, explore the advantages of hiring virtual employees, and the key considerations for hiring and onboarding virtual employees, including partnering with a trusted provider to unlock the full potential of a virtual team.
Read on to find out more.
What are Virtual Employees?
A virtual employee is a professional who works remotely for any business. They use virtual means of communication to keep in touch while performing tasks and completing projects from outside the office, and sometimes even outside of the country.
In recent years, the percentage of employees working from home worldwide has increased from only 7% in 2015 to 28% by 2023. By 2030, the World Economic Forum estimates that there will be 92 million virtual employees working full-time worldwide.
This trend continues as many professionals seeking work expect increased flexibility. In turn, more businesses are embracing this desired flexibility as they seek to accommodate valuable talent, often at lesser costs than hiring in-house talent.
What are the Different Types of Virtual Employees?
There are three basic types of virtual employees:
Type 1: Virtual Assistants
This is a remote working professional who is technically employed by a virtual assistant service provider.
As a customer, you discuss your needs with the provider, and they give you professionals to choose from. You pay the provider a flat monthly fee to have that remote employee become part of your time, per the details of your contract.
Type 2: In-House Remote
This would be when you hire someone locally, via your own job ad and recruiting.
You hire them the same way you would any other employee, with insurance and benefits and equipment requirements. The only difference is they work from home rather than come into your office regularly. But you can stipulate the occasional need for an in-office visit during the job offer phase.
Type 3: Freelance
Freelance employees work remotely by default, as they often make themselves available to multiple employers at a time.
This would be someone you found on a job board of some kind, where you’d browse professionals and their skills and talents and reach out accordingly.
A freelance worker has the least amount of oversight and responsibility for a specific business, so this is often the riskiest choice for a remote employee.
Although there are these different types of virtual employees, their common denominator is, of course, their ability to work entirely remotely via reliable equipment and an internet connection.
The biggest differences between them are the cost per value and the inherent risks. Some types of remote employees can be less reliable and effective than others, and some can cost a lot less than others.
It’s important to understand what your needs and expectations are before determining which type of virtual employee would suit you best.
4 Benefits of Hiring Remote Employees
Hiring remote employees offers businesses these four main benefits:
1. Reduced Overhead Costs
Whether you choose to go with a professional service or someone freelance, you’ll always save money when hiring a remote employee.
Businesses can save as much as 78% of their operating costs when hiring virtual assistants compared to hiring in-house workers.
You reduce the need for more physical space to accommodate them, which means fewer costs on insurance, amenities, office supplies, and maintenance.
If you go with a virtual assistant provider, you save even more, as you only pay one flat rate with no additional costs.
2. More Time Back
At MyOutDesk, one of the most common challenges described by the business owners we talked to was needing more time for focusing on their core functions.
They spend too much time on administrative tasks and “busy work” that they end up with less time for higher-value opportunities to grow their businesses.
By having a remote assistant manage all of those administrative and other business support tasks that don’t require an in-person touch, you free up your in-house experts to focus on their specialties.
Watch this video on the CEO’s secret weapon—virtual assistant benefits:
3. Increased Overall Productivity
Piggybacking off the above point, with better use of time comes increased efficiency.
A remote employee can manage busy work while your local experts get more high-value work done. Your remote assistant can also help you fit in more sales efforts, increasing leads, inputting data on warm leads, and scheduling appointments more effectively.
The latest research reveals that virtual employees or remote workers are 35% to 40% more productive than employees who work in a traditional office, with 40% fewer mistakes. Companies with flexible work arrangements are 21% more profitable than fully in-person companies.
4. Improved Customer Experience
When you get more efficient with your business, you make waves throughout the entire customer journey. And the customer notices.
A remote employee like a virtual assistant can be there when your in-house employees cannot. Instances like working after the company’s business hours and responding to online inquiries the moment they come in are often done best by virtual assistants.
A couple of good remote employees managing your online presence can make it seem like you have a hundred of them in-house.
What is the Virtual Hiring Process?
The virtual hiring process refers to the steps businesses take to recruit, interview, onboard, and manage remote employees or virtual assistants.
Unlike traditional hiring, which often involves in-person interactions, virtual hiring leverages digital tools and platforms to connect employers with talent from around the world. This process has become increasingly popular due to its efficiency, cost-effectiveness, and ability to tap into a global talent pool.
Here’s a breakdown of the steps in the typical virtual hiring process:
1. Define the Role: Clearly outline the job responsibilities, skills required, and expectations for the virtual position. This ensures you attract the right candidates.
2. Source the Candidates: Use job boards, social media, or specialized virtual staffing agencies like MyOutDesk to find qualified applicants.
3. Screen and Interview Candidates: Conduct initial screenings via video calls or phone interviews to assess skills, experience, and cultural fit.
4. Assess Candidates’ Skills: Administer tests or assignments to evaluate the candidate’s abilities and ensure they meet the job requirements.
5. Onboard the New Hires: Once hired, provide the virtual employee with the necessary tools, software, and training to integrate them seamlessly into your team.
6. Manage the New Hires: Use project management tools and regular check-ins to monitor performance and maintain clear communication.
For businesses new to virtual hiring, partnering with a trusted provider like MyOutDesk can simplify the process.
MyOutDesk handles the heavy lifting—from sourcing and vetting candidates to ensuring a smooth onboarding experience—so you can focus on growing your business. Download these free hiring guides from MyOutDesk to get you started.
By understanding and implementing a structured virtual hiring process, businesses can build high-performing remote teams that drive success in today’s digital-first world.
Top 6 Interview Questions for Virtual Employees
When interviewing a virtual employee, it’s important to focus on their ability to work effectively in a remote setting as well as their ability to handle the work you require.
Here are the top six questions that can help you assess a candidate’s suitability for a virtual role. Asking questions like these can help you get a sense of the candidate’s ability to manage their own work and stay productive in a remote setting.
It can also be helpful to ask about their experience with virtual communication tools and their ability to collaborate with team members remotely.
- How do you stay focused and on task when working from home?
- What is your history of working remotely?
- Tell me about platforms you’re familiar with for remote work and communication.
- What is your greatest strength as a virtual professional?
- When receiving a task that you don’t know how to complete, how do you handle it?
- Which core skills as a virtual assistant are outside of your scope?
For more questions to ask, read this guide on the top 35 interview questions for hiring virtual assistants.