From experience as both a remote worker and a remote employer, I think you need to look at your business practices to get the best out of the situation. Structure is the key to a successful remote employee situation. Remote working has been best for me both as an employer and employee when the work is structured much like a contract (ie 'you have these 3 things to do, in X amount of time. We'll meet daily/weekly to check progress').
Make sure you have a great system for assigning work. That includes assigning a reasonable amount of work (not too much, not too little) in either daily or weekly units. Meet via Skype per unit of work to ensure the issuing instructions are clear and to get feedback on progress and completion.
Seek very regular feedback from others who are supposed to be in communication with the remote worker - is the communication happening? Is everyone involved hitting their marks?
Some of the best things about hiring remote workers can be the productivity gains (fewer meetings and generally they have a better environment in which to 'get in the zone') and the chance to get a great person on board.
On the down side, getting the right person in the right environment is hard. Too much isolation is bad for anyone, but too many distractions (eg working from home with kids around) is a focus killer.
As an employer you have the right (and the obligation) to ensure your employee is working in an environment that is conducive to them doing their best possible work. That may mean renting desk space for them in an office in their town, rather than working from home, or arranging non-standard hours. Dont' underestimate the effort required by the employer, not just the employee in order to make it work long term, but having said that, dont' let it put you off. I've been remote for 4 years now, and work in an office 1 day a week. I don't think I could go back to 5 office days ever. Remote rocks!