Is your telecommuting employee working hard on that report that's due tomorrow? How can you be sure? With more than a third of all businesses offering at least some employees the option of telecommuting, managers face hiring and supervisory dilemmas they never imagined a few years ago.

Not every job is suitable for telecommuting, not every employee is cut out to be a telecommuter - and not every manager is suited to supervise a telecommuter. To make the most of this new trend, properly identify the pros and cons associated with telecommuting and what functions are suitable. You next have to identify the characteristics that make a good telecommuter, and then help your telecommuters be as productive as possible.

Tips for those who are looking to hire a telecommuter:

1. Ask the Right Questions

   Professional recruiters know you can tell a great deal about a candidate's suitability as a telecommuter by asking him or her to describe their work routine. What kind of home office set up do they have? What distractions exist? How often would they communicate with management? If they have not thought about these issues, they may not be self-motivated and organized enough to be a good telecommuter.

2. Consider "Face Time"

   While some jobs can be performed in a virtual vacuum, many demand interaction with others. Telecommuters tend to be isolated, which doesn't make for good teambuilding. Try to get a sense of whether the prospect considers regular in-office meetings and participation in company activities important. The candidate who doesn't think "face time" is necessary might not be the kind of team player your company needs.

3. Outline Expectations

   Telecommuting may be new to both you and your prospective employee. Be sure to clearly outline your expectations during the interview. What exactly must be accomplished each week? Do you expect telecommuters to stick to a regular 8 to 5 work day, to be available for telephone consultations and instantaneous feedback, or will they be able to work at their own pace and schedule so long as the work gets done? Spell it out right from the start and you will avoid misunderstandings later.

4. Establish Checkpoints

   You won't be able to simply stroll into the telecommuter's office for a cursory project review. Managing telecommuters demands a more structured approach. Schedule regular checkpoints in the work process, whether via telephone, e-mail or face-to face.

5. Be Fair to Telecommuters

   If you can't help thinking that telecommuting is just a perk, you probably shouldn't try to manage a telecommuter. In fact, telecommuters are often held to a higher standard, because they tend to be judged purely on the quality and quantity of their work. Remember: just because the worker is already home doesn't mean they should be automatically expected to work 12 or 15 hours a day!

When you screen for telecommuting candidates, remember that there will be a team member behind the technology. Whether you're hiring a credit analyst to work- from home or a design engineer to work from the road, you have to trust that they will do the job they were hired to do - no matter where they do it from.