Empathy is essential for human relationships. This article explores the sustainability of being human in an increasingly virtual and artificially oversaturated.
For some people, remote work is a dream because of no traffic jams, freedom of movement and a balance between career and personal life. For others, this is real hard labour.
The remote work format requires certain skills, character traits and motivation.
Often, HR managers don’t know how to choose the right candidate for a remote team, what questions to ask during a job interview, or what should be paid attention to in the answers in the first place.
Where does the choice begin? With a correctly drawn application and competency model.
Before you start looking for a candidate, clarify all the details of teamwork: the staff, how and where they communicate, whether they work in sprints, is there any testing, how long the meetings last, who reviews the code, and so on. Everything about the life of your product team.
Why is this important? This way, you can accurately understand the needs of your team and immediately screen out unsuitable candidates.
Recruiting remote employees can be challenging. Therefore, in order to avoid difficulties, study the portrait of the candidate well and form the appropriate questions based on the following points.
Remote work requires the ability to plan your work and personal time. Find out at what time it will be more convenient for a person to work, how they optimally arrange their working day.
Be sure to ask how they prioritise tasks, so that you will understand whether this person organises their time, and whether their views agree with the company’s work culture.
The employee knows that they need to get the job done and the results of their team depends on their performance. It’s important to understand that there are no 100% responsible people.
In an interview setting (whether online or in-person), ask the candidate to tell you about a case where they worked in a team to share responsibilities, and philosophise on this topic with them.
In most cases, tasks have specific deadlines. A person must fulfill their duties in accordance with the timelines they’re given in order to avoid wastage. The best way to test this competency is to ask their previous employer about their habits in terms of delivering on time.
Managers/team leads are not always available 24/7, so it’s important that a prospective remote employee can solve some things without others’ help and find information on their own. Find out about negative experiences from previous places of work and how they found solutions.
The motivation for work can be different for many people. Some people would prefer to avoid offices and crowds altogether, while others prefer to leave home and see other people. So, it’s really important to determine what motivates your prospective remote employee.
You must warn the team lead about all these nuances so that she weighs up the possible risks and can make the right decisions.
The questions regarding remote work experience is relevant is very important, so that you can determine whether the candidate has the skills to work independently online or whether they will need some training and guidance.
No experience working remotely should never be a reason not to hire someone, as these are skills that everyone can learn.
Moreover, managing a team in an office and managing a remote team are two very different things, so it’s important to make sure your potential management hires are remote-ready.
For a linear position, distance learning experience is a definite advantage, but not decisive. In practice, it is often easier to work remotely than in the office.
The issue of communication in a remote team is acute, because most of the time employees sit at their computer monitors alone. You need to understand, firstly, whether a person can work in this mode.
Secondly, how will they communicate with their colleagues about work issues? Thirdly, you need to know if your management is ready to make up for the lack of office networking?
Emma Brown is the author of articles on different topics. With about 10 years of experience in the writing area, she has become an expert in content strategy, management, and technologies. As a former reporter, and being a contributor to the local newspaper where she used to work in her native town back in Arizona, Emma is a good talker and very curious by nature. She likes taking the most out of everything, each and every day trying to find out something new and to share with the world.
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