How to Hire and Manage Remote Employees in Nepal

Nepal is one of the countries in the world that has embraced remote work. Companies learned the nation had learned the benefits and importance of assigning work to their workforce remotely. However, it can be just as challenging for a business owner to seek reliable employees who are best suited for certain remote work. This often creates the need for a third-party recruitment service provider who will help the companies find trustworthy employees with the required skills and experience. 

In this blog, we will talk about how to hire and manage remote employees in Nepal. Make sure to read till the end!

Remote employees are the employees in an organization who choose to work from any place they wish outside of an office setting. These workforce have all the resources they need to work even when they are not in the workplace. 

In the past, remote working was not common due to a lack of internet connectivity. But, with the availability of internet connection and the growing need to work online, the need for remote employees is also increasing. 

Moreover, remote work also increases the productivity of remote employees as they can work anywhere and can do so as per their schedules. And, more often than not, hiring such employees is just as beneficial in cutting the costs of an organization. 

Hiring remote employees in Nepal is not as challenging as it may seem on the surface level. You just need to find the right recruitment service provider. Likewise, there are plenty of other things to keep in mind before you blindly go for a service provider to hire employees remotely. 

Some of the things to remember before you hire remote employees in Nepal are as follows: 

Company owners need to conduct thorough research on recruitment partners before opting for one’s service. There is adequate information about such agencies on the internet. It is, however, best to seek feedback from the clients of such service providers, learn about their field of expertise, ensure they have proper social proof, and check whether they specialize in remote hiring or not. 

When your requirements in all the aforementioned aspects are ticked, then only you can choose the best one among the many choices you have. 

A good business knows what they want. Even during the hiring process, you need to be sure of what you want in an employee. Requirements for hiring a remote employee could include describing their job roles, specifying types of contracts they will be bound to when hired, technical and soft skills required for the job, etc. 

Before you confirm working with a third-party hiring agency, you need to let them know about their specific requirements and ask them about theirs. Fees, recruitment process, and timelines are three of the most crucial elements that both parties need to come to terms with before collaboration. 

Furthermore, business owners should visit the agency or the recruitment partner in person for initial consultation. You will get to know better about their working patterns and what can be expected from them by doing this. 

Hiring remote employees is not the only challenge for employers, you need to remain compliant with the local laws and regulations of Nepal. This can be done with the help of a dependable hiring agency for sure. It is best to learn about how they remain compliant with the legal laws of the country and get to know how they will be taking things forward in this regard beforehand. 

A recruitment agency should be able to confirm that they will be consistently supporting you throughout the hiring and management process. The role of a third-party agency does not end with collaboration. Most times, these agencies are responsible for keeping in touch with your employees after onboarding them. To know their performance and bring any kind of reforms to your company’s conduct, guaranteed and continued support from the service providers is a must. 

While hiring and onboarding remote employees can be challenging, it can be even more challenging to manage them, especially if you are hiring such workers for the first time. There are, however, always better ways you can manage a remote workforce while simplifying the challenges that come your way. 

Some of the most common and effective ways to manage remote employees in Nepal are as follows:

Working outside of an office setting can bring trust issues among both employers and employees. You must ensure trust among each other before you start working together. Enforcing micromanagement as an authority can make the remote workers feel like you don’t trust them enough, which in turn, will diminish their efficiency in work. Instead, you need to focus on the workers delivering the expected results. 

Though it is not suggested for employers to entirely give remote employees the autonomy to handle their work, it is just as recommended to balance autonomy. When you let the workforce know that you trust them with certain work and are giving them adequate decision-making freedom in work, productivity and a sense of accountability can help generate positive outcomes. 

One of the major advantages of hiring a third-party recruiter is that they will keep the communication flowing between the company and the employees even when you are not able to do so. This does not mean that you keep yourself out of the communication channel at all. You need to keep track of the progress and complaints of the remote workforce with the help of your third-party partner or directly get in touch with the employees now and then. Communication is the key, even in remote workspaces. 

Employees don’t usually know about the challenges that a company is facing unless you inform them. This is more common when the workforce is working remotely. These challenges could be technical, related to logistics or revenues. As long as it has concerns with an employee’s work, they deserve to be made aware of the same. 

Maintaining a positive workspace is not only a requisite in physical but also remote workplaces. Positivity is what keeps an employee working hard with motivation in mind and action. If you are hiring from Nepal, then it is best to engage your workforce in social interactions through casual meetings, acknowledging their work, giving feedback as and when necessary, and helping them get a proper work-life balance at the same time. 

Managing employee performance is mandatory when you hire remotely. This can be done by informing them about your company’s goals, setting benchmarks for them to excel, giving them constant feedback, and appraising deserving employees. Performance management can be both positive and negative. Enforcing either depends on what an employee is delivering. 

Hiring remote employees in Nepal has been proven to be very effective and beneficial for both employers and employees. Remote hiring is getting popular in the current scenario throughout industries in Nepal. Unlike contrasting beliefs that some may have regarding remote hiring, it can be time and cost-saving, crucial in creating a positive environment, as well as more inclusive in comparison to employing in only an office setting. 

In Nepal, there is a good number of young workforce who are looking for work while also seeking personal growth from the same. Skilled workers in the country have to tackle busy schedules while also searching for opportunities that best fit their skill sets. Therefore, remote workplaces have helped them get work as per their needs. 

Similarly, companies of all sizes and budgets are emerging in the country. It is not always feasible for smaller and medium-sized companies to hire employees who can work for them full-time as it is always costlier to have them. When you employ remote workers, cutting budgets, avoiding the hassle of providing additional employee benefits, and not being obligated to keep an employee even during the off-season is never that big of an issue. 

Business owners will also get the opportunity to focus better on core company objectives without having to manage the employees all the time. Micromanagement is heavily reduced in a remote workspace. Hiring remotely will also give you the freedom to be inclusive. A third-party recruitment agency onboards employees from a wide talent pool. This avoids unintended bias in hiring. Hence, you get a diverse workforce as well. 

Hiring and managing remote employees in Nepal has become easier than ever. With changing times and industrial demands, recruitment agencies are also emerging to make things easier for business owners of all sorts. In today’s time, remote employees have made it simpler and much more convenient for employers or company owners to scale up and grow their businesses while remaining under a budget, though profitable.