When hiring for a Remote Position, it is important to look for certain qualities in your candidates to ensure that they’ll succeed. These tips can assist employers in finding the right skills and experiences on resumes, and the job seeker who’s seeking a remote position.
According to FlexJobs, Managers whose teams include remote workers know that those telecommuters need to show strength in a few specific areas if they want to succeed. So, when you’re hiring someone for a work-from-home position, it makes sense to look for signs that remote job candidates possess those vital traits.
Previous experience as a remote worker.
If your job candidate has worked from home before, and done so successfully, that probably means she has a good handle on how to do it. Look for examples of the kind of work she did and some projects she completed to see if they fit well with your expectations.
Written and verbal communication skills.
Most people will include some note about communication on their resumes, so you may have to dig a bit deeper. Look for specific examples of applicants’ communication styles and times that their excellent collaboration helped with a project.
Also pay close attention to the emails and other written materials they send your way, as well as any phone or video calls you conduct with them. If their writing is confusing and filled with errors, or they don’t know how to connect to a video conference, they may not be right for your position.
Without a boss or colleagues around to help them, your remote workers must be able to keep themselves motivated to work hard, complete tasks, and push through the day. Look for examples of this on their resumes, including notes about projects they completed successfully with little or no guidance.
Also check their cover letter or introductory email for indications that they’ve researched your company. If they haven’t taken time to do their due diligence prior to applying, it could be a red flag that they’re not as self-motivated as you’d like.
Organization and time-management skills.
Remote workers must be able to remain on task and track their own time each day, as they won’t have a boss hovering nearby to keep them on target. Look for key phrases in a resume that show the ability to organize their time. This could include a specific example of how they managed a large project with many moving parts and several collaborators.
A remote worker must be mature enough to handle whatever comes her way during a given workday. That may include making decisions on her own about the next steps to take on a project if her manager or colleagues aren’t available.
Look for examples of instances in which the applicant successfully made such a choice. Also seek evidence that she knows when NOT to make a decision, opting instead to wait to consult with coworkers or a supervisor.
Comfort with technology.
You probably provide some level of IT support for remote workers, but they will need to be able to handle basic use and troubleshooting of your company’s hardware and software tools.
In addition to listing technical skills on a resume, your candidate can show she understands technology by attaching the right kind of document to her email or effectively using videoconferencing software that may not be familiar to her. Look for these kinds of clues throughout the review and interview process.
Someone who is applying for a remote position likely has work-life balance goals in mind. Look for outside interests listed on her resume, perhaps in the form of leadership positions in various groups or clubs. Also check for honors or awards she has earned from volunteer or other organizations. It’s important that telecommuters engage in activities other than work to help them avoid burnout, so this is a check that should not be ignored.
Some of these traits will be easy to identify on the resume of a remote work applicant, while others may be harder to find. However, if you take the time to look, your initial screen of applicants should be more effective, and the person you eventually hire is more likely to be a good fit for your virtual team.
Original article here.
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