Despite continued high unemployment, local businesses are still struggling to find qualified workers. Fortunately, thanks to technology, hiring employees to work from a remote location may solve the troubling skills gap. 

Even when the right candidate applies, relocation can be an impassable roadblock between candidacy and employment.

Obviously there are some jobs too, especially in healthcare,
hospitality and construction, that just can’t be done “long-distance.” 
But many jobs can be performed completely or to a significant degree
from an offsite or remote location.

Most interoffice communications are already handled via phone, email,
and text messaging.  Meetings, trainings or seminars can be conducted
remotely via the internet using meeting software as long as attendees
have an internet connection and a phone.  With the increasing popularity
of smartphones and tablets, attending a web-based meeting has also
never been easier. For those companies with deeper pockets and more
complex requirements, video conferencing is also an option.

Documents and data can all be stored and accessed “in the cloud” – a
workspace accessible via the internet, which allows for project
collaboration by co-workers and a centralized repository for frequently
accessed information including documents and schedules.  Google Apps and Microsoft Sharepoint are just too efficient but inexpensive solutions for small business.

There are also a number of advantages to the employer and the employee.   

• The employer might avoid leasing a larger workspace to accommodate a
  growing workforce. Some businesses might even be able downsize.  (Success Performance Solutions is a perfect example of how a small business can go virtual.)
• Utility and other overhead costs may also be reduced.  In addition
  to eliminating our lease costs, our phone costs were cut by one-third.
  Electric and heating costs went to zero.
• Storing and sending documents and memos in electronic versions only can reduce office supply costs.   
• If the employer provides paid parking or reimburses for using public
  transportation, they may be able to cut back on the number of spaces
  they supply. 
• Time previously lost in long commutes to and from the office,
  traffic, or bad weather can be used for work increasing efficiency, or
  for employees to enjoy a little more balance in their lives.

Going virtual however isn’t without its problems. There are a few logistical items to consider:

• Will the employer need to provide equipment to the remote employees or reimburse them for phone, utility, and internet services?
• Will the employer provide insurance to cover that equipment since it is not located at the brick-and-mortar office? 
• Virtual employees don’t excuse an employer from paying taxes. In
  fact, there is another layer of complexity added if the employee is a
  resident of a state different from that of the employer.   Workers
  Compensation policies and Business Operating Policies may need to be
  secured for each state where the employee resides.  
• Income taxes differ from state to state and reconciling the taxes at
  the end of the year for more than one state can be a daunting task even
  for the accounting-minded.  Using a knowledgeable accounting or
  bookkeeping service to handle payroll can save employers a lot of
  trouble and minimize risk.
• Health insurance may also be affected if the employees are residents of another state.

And I’d be remiss if I didn’t mention hiring the right people.
Working virtually requires discipline, trust, accountability, ability
to work independently, and a strong work ethic. The candidate or current
employee must have the right personality to work offsite, unsupervised,
and with limited contact to other people.

For some positions, for some employees, and for some companies, the
virtual office is a viable solution to hiring the right people with the
right skills.