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Working from home isn't a new concept, in
fact before the pandemic changed how
we view the traditional workplace, the
number of remote workers had grown 173 per cent
since 2005 suggesting that the appeal of working
from home already existed.
During this nationwide experience of remote
working, we have learnt that the opportunity to
o er flexible schedules and less supervision helps
maintain productivity even during unprecedented
times like these.
While getting back to the o ice is at the forefront
of many employer’s minds, the majority of workers
are still working from home and it is likely that future
hiring will have an increased emphasis on remote
working. For these businesses, now is the time to
refresh hiring processes and widen the candidate
pool to help identify candidates who will thrive in
a remote working environment. But what are the
predictors of success when working from home?
Here are six competencies that every organisation
should consider when hiring for a remote position:
Self-motivation and independent learning
The ability to self-motivate will be crucial for
productivity in many roles that were once o ice based,
but are currently undertaken at home. While the ‘new
normal’ of remote working has brought the added
challenge of juggling work-life balance in a vastly
di erent environment, it has also enabled businesses
to consider employees from all walks of life - so long as
they can demonstrate the ability to adapt, and the drive
to get the job done. It’s also still important to consider
whether the candidate has the appropriate team
working and collaborative skills, and the willingness to
accommodate their colleague’s availability.
Communication
Communication is a crucial skill in the workplace and is
the foundation of good remote work. It helps maintain
a cohesive and motivated unit, helping us to navigate
the unique situation we currently find ourselves in.
However, hiring managers must understand that
communicating well verbally and virtually are very
di erent competencies. Look for someone who is
proactive and consciously communicates early. It’s
important that the candidate understands tone and
their words are unlikely to be misinterpreted by clients
and co-workers. But most importantly, is an openness to
try new communications models and a candidate that
is happy to commit to your company's communication
practices.
Conscientiousness
When hiring new remote employees, hiring teams
should look for those able to work in tandem with
their teammates over communication platforms, and
fulfil their roles as they would have done from the
o ice. Conscientious candidates have been able to
make the current remote working situation pay o for
themselves and their teams, by blending their personal
and professional lives under one roof. In interviews,
hiring teams should ask candidates if they have worked
remotely in previous roles, how they found it and what
they were able to achieve.
Work Ethic
The pandemic has added a huge amount of stress to
professional and personal lives. This should be taken
into account in interview situations of course, but it
also remains important to identify a strong drive and
work ethic. During the interview stage, hiring teams
should drill down into the candidate’s industriousness,
exploring examples of times they’ve gone above and
beyond and shown a willingness to get the job done,
while still balancing their personal lives. For some,
that might mean taking calls earlier in the morning or
finishing some tasks into the evening. At every stage,
employers should be transparent and explain what
the particular role will consist of. Rather than making
employees feel like they’re being monitored at all times
(unless their organisation utilises that type of so ware),
employers should make it clear that work ethic in the
new normal is about dependability and having the
ability to bring results-driven work to the business.
Self-management and independence
Businesses looking to hire remote employees should
ask candidates about their performance within a
“regular” work environment and invite them to o er
a self-assessment of their skills and ability to meet
the di erence presented by remote work. Besides
their strengths and weaknesses, what's their preferred
working style? Are they adept at operating individually,
or do they prefer to always operate as part of a team?
Does your candidate take feedback well and can he/
she/they manage multiple projects in the timeframes
that work for your team? What support do they need
from the potential employer to be successful in a
remote work environment?
Adaptability
Employers should aim to identify candidates who have
a natural capacity to manage their time e ectively
and produce a constant and high-quality standard of
work. Businesses that succeed in the era of working
from home will hire individuals who can manage their
output, schedules, and productivity, o en without
the need for a “hands-on” manager. The key for many
organisations is to find prospects who possess a strong
level of adaptability and possess an aptitude for remote
working. The ideal work from home candidates are
those who can balance their personal and professional
lives, while learning the core processes and procedures
of a new company. Essentially, organisations need to
build a network of co-workers, team members, and
leadership that can adapt to the new blend of work and
home life.
SUMMARY
When hiring remote employees, hiring managers
should look for evidence of independence. The best,
most successful candidates, will demonstrate the
ability to both work independently and as part of a
team.
It’s also important to remember that working from
home competencies are not necessarily the primary
assessment criteria. Companies must first establish
if the role requires working from home temporarily,
as a result of COVID-19, or whether the move is more
permanent. With o ices remaining shut, people have
little option but to work from home and not everyone
can adapt. If you think a candidate would be a
good fit longer term, but are not convinced of their
aptitude at working from home, then companies
should look at how they can provide support to
the candidate, rather than immediately weeding
them out.
RULE OF SIX James McGill, Vice President, Customer Success at
HireVue describes the six competencies to look for
when hiring ‘work from home’ (WFH) team members
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