To say that remote work is a growing trend has been an insufficient statement for many months. This model has been a market standard for some time and the right question is not “whether” but “how” to prepare for the introduction of remote work in your organization. In fact, many employers are still not ready to effectively recruit remote workers. What are the actual difficulties they face? What else do many of us not know about recruiting for remote work? And how should we prepare for it?

What is the current recruitment of candidates for remote work

Recruitment, especially in smaller organizations, often suffers from a specific repetition. Similar patterns of action and candidate evaluation are often duplicated, sometimes without even verifying their effectiveness and suitability to the workplace. Unfortunately, this is related to a lack of a complete understanding of the meaning of the process elements. In many organizations, the same questions are asked to people in different positions, and on the other hand, the recruitment results are not checked according to specific, precise standards of candidate verification. As a result – especially small teams – often select employees based on intuition. In the case of remote employees, the scale of this phenomenon is even more serious – because the same instruments are used that were created for recruitment for stationary workplaces. An example may be checking soft skills – in the case of dispersed teams, you need a set of completely different characteristics than among people working together in the office. Work organization, self-discipline, communication skills – in the case of remote work, you should look at them from a completely different perspective.

Of course, competences are not everything. Each organization has its own culture and you need to check their culture fit as well. As it turns out, the culture of the same organization looks different when it comes to remote work. If its main driving force so far has been company departures once a month, how does it work in the case of remote work? Also, the contact with the culture of the organization in the case of remote work is much less tangible – the concept of water cooler conversations circulates for a reason. It is there that you can feel the level and type of relations between employees in the company. In that case, if the company’s employees work in a hybrid way, both on-site and remotely, can this lack of interaction be fixed through the channels on Slack?

Implementation of the entire system

Even if we manage to dispel all doubts at the recruitment stage and constructing the recruitment process in such a way as to properly match the remote employee to the company’s needs is just the beginning of the road. However, the basic question is not whether the infrastructure allows a remote employee to join the company. You have to prepare it in such a way that he can actually work in it without fear.

What’s the matter? First of all, about onboarding. Often, at this stage of the process, it turns out that the employee has all the information to work effectively after a few weeks. And this is the case of stationary work. In this case, you need to consider how to eliminate all “blind spots” in introducing a remote employee to the details related to the workflow prevailing in the company. How to monitor if the remote employee understands all processes? When can he work independently? In many cases it can be more difficult to judge.

Unfortunately, the list doesn’t end here. It will often be difficult for us to assess not only whether the remote employee performs his duties effectively. Issues such as communication efficiency in dispersed teams often keep managers awake at night – just as the nuances of cybersecurity keep the IT team awake. Recruitment of remote employees e-book is a collection of information that will allow you to carry out an effective recruitment and verification process of candidates for work outside the office.

Recruitment for remote work ebook – find a prescription

Preparing infrastructure for remote workers doesn’t have to be difficult. Thanks to the growing number of companies working in dispersed teams, more and more solutions optimized for such needs are created. It is not worth saving on this – often the costs that we may incur in the case of inadequately prepared employees will be much higher, and the system will have to be sealed anyway. However, it is mainly the competences and skills of a remote employee that will determine whether he is the right person in the right place. What recruitment tasks to prepare to check if they will work effectively? How do you measure if they can cope when working alone outside the office?

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