Due to the worldwide limitations on travel and social interactions, enterprises have been looking into different ways of functioning since March of this year. The most common solution adopted has been the shift to remote work.
The global restrictions have obliged us to modify our approach, leading to increased resources and better productivity by adopting features like remote work and other flexible options. However, this adaptability also brings a new challenge, where some employers might consider remote work as unwanted expenditure or undesirable, possibly hindering the job prospects of candidates who offer that option. For further insights on remote work, refer to this blog.
Despite the persisting apprehensions after almost a year, finding an efficient way to onboard remote employees is still challenging. Thankfully, Works has been a specialist in remote staffing and selecting suitable candidates for more than ten years. Our extensive experience can lend assistance to businesses to make the transition smoother and more fruitful.
Strategies to Facilitate the Transition from In-Person to Remote Work
Avoid Wrongful Behaviour, Unscrupulous Actions Have No Place in Remote Recruitment Practices
Following the initial lockdown, the co-founder and CEO of Twitter, Jack Dorsey, recognised the effectiveness of remote work and took the decision to extend the option of working from home beyond the pandemic period. In March 2020, over 4,900 Twitter employees were provided with the choice to work remotely. Dorsey believed in merging in-office with remote work to achieve optimum results. What have been the outcomes of this decision?
Mere imitation of pre-existing practices and beliefs would not have sufficiently facilitated the transition. By ‘superficial transfer,’ I refer to changes that do not emerge from the company culture. Introducing a remote worker to an already robust team requires modifications in management style and communication methods. To ensure effectiveness, it is crucial to consider all team members as remote, even if they work in the office. What works in the physical workspace may not be applicable in the virtual realm.
When assigning job roles in a remote setting, it is crucial to consider the evolving requirements. As an initial step towards transitioning to a hybrid or fully remote team, it is advisable to provide concise information for each position. Rather than sharing lengthy manuals, it is better to foster an open dialogue with team members and direct them to sources where they can access essential information. This practice should be implemented even if the changes are intended to be temporary.
Remote work necessitates unique communication and organizational techniques. In particular, it is vital to be precise in expressing your objectives and the preferred mode, location, and timing of the communication, especially when hiring new employees. Since each team or organization is unique, their approaches differ. To succeed in remote work, it is essential to set clear goals, establish regular routines and meet deadlines.
Provide Your Employees with a Snapshot of the Essential Stages of the Recruitment Process
Before embarking on any plans, it is crucial to arrange a meeting with colleagues to clarify responsibilities during the transition to a remote team. Finding suitable candidates for new roles, especially during internal restructuring, consumes a lot of time and demands careful contemplation. While it may be an arduous period, it is an opportunity to establish consistent communication channels and unify data collection. To quote Einstein, “In the midst of every crisis lies great opportunity.” This transition may not turn you into a genius, but it is a chance to simplify the recruitment process.
To conduct effective interviews before hiring a new team member, it is crucial to provide your staff with all necessary guides, documents and instructions. While documentation of the entire process may seem laborious, it aids in monitoring remote work and curbing unnecessary discussions of previously covered topics. For insights on optimizing a decentralized workforce, refer to this blog post.
To recruit the most suitable candidate, it is crucial to document the role’s expectations. Before interviewing candidates, emphasize the relevant qualifications for remote work. Consider which qualities you value when seeking a unique perspective or skill set. Clearly state the anticipated remuneration and the probable start date for the chosen candidate. Factor in time zone differences and coordination requirements when scheduling activities. These steps will equip you with all the necessary knowledge to organize your team and select the best candidate.
Simplify the Strategies Employed to Find New Team Members
Commencing any endeavour, regardless of its magnitude, usually poses the greatest difficulty. It is essential to draft a comprehensive job description that details the job duties and necessary qualifications. Moreover, this presents an excellent chance to articulate the company’s values in a manner that is pertinent to the remote environment. For instance, when transitioning to remote work, Twitter, a thriving and diverse organisation, adapted their structure to prioritise team communication, which aligns with one of their core values.
In creating their remote work policy, Twitter aimed to prevent their employees from feeling isolated. Hence, while drafting job descriptions, it is crucial to highlight the crucial job duties to ensure that only appropriate candidates apply. It is important to convey the company’s intentions in a manner that unambiguously delineates the expectations of the new recruit.
This does not stem from any exceptional characteristics or due to the fact that you are the only candidate. Rather, it is a testimony to your ability to express your ideals and encourage your team to commit to the success of the project as a cohesive entity, rather than merely their individual roles. This is the goal; when two individuals are wholly devoted to each other, distance becomes insignificant.
The CV submission phase has begun. Resumes and cover letters are the initial impression that potential candidates provide to employers before the interview stage. Learning to analyze them can save valuable time by eliminating unnecessary interviews. At Works, we meticulously evaluate all resumes before submitting them to potential employers. Extensive research prior to the interview helps employers select candidates who not only possess the necessary qualifications but are also suitable for the company. If a resume is promising, employers can assess it further by contacting references or by assigning the applicant a brief task related to the job opening.
The Interview Process
The hiring process now progresses to the interview stage. At Works, we recognize the significance of locating and interviewing top candidates; thus, we provide experienced guidance to ensure a comprehensive process. Our interviewing methodology, which facilitates the identification of the most suitable candidates for the role, is a matter of great pride. Even with group interviews, this crucial stage is fundamental to reaching an appropriate hiring decision.
During the translation process, it is crucial to avoid mimicking the target language. Interpreting with a focus on clear communication is paramount. Following this approach is strongly suggested. Conducting online interviews can be intimidating, but adopting a non-traditional approach can avert any negative experiences.
Although it is true that nothing can fully replace face-to-face communication, video chats can still provide an opportunity to gauge an individual’s personality. In situations where body language is not available, concentrate on the speaker’s words and how they express their experiences. Establishing a comfortable atmosphere and engaging with the individual can promote free-flowing conversation. Connecting with the appropriate person online will not produce a sense of disconnection solely because the conversation is occurring through a screen.
To adhere to the established schedule, the initial phase is to ensure that the requisite technology is in place.
The Subsequent Stages of a Fully Virtual Recruitment Procedure
This ultimate hurdle can prove to be the most challenging. A successful onboarding procedure is indispensable in establishing a sense of belonging for our new employees. As the foremost and crucial phase of our recruitment process, it is of utmost significance to us at Works.
Before deciding to onboard the new recruit, the team was informed of the anticipated contributions related to communication and task supervision. Prompt initiation of the onboarding process is now necessary. Prioritizing the fundamentals, such as arranging signed agreements and login credentials, is crucial to ensure that all requisite resources are available when and where needed.
Throughout the first week, the available resources, specifically tools, warrant close attention. Considering the possibility of conflicts, it is essential to ensure that all personnel are equipped to tackle them. It is thus critical to specify the team’s communication and operation techniques, describe the procedures for their use, and determine the times when access is necessary.
The Relationship Between Remote Work and Culture
Lastly, it is crucial to ensure the new employee’s successful integration into the team. As we have previously mentioned, being part of something larger than oneself can inspire commitment and foster optimal outcomes. It is vital to have faith in the team’s ability to perform their duties in line with the company’s vision and values. Facilitating strong team cohesion may involve organizing regular team meetings, hosting social events, and arranging online gaming nights.
Our team is committed to helping you discover the best candidate for your team, creating a welcoming and valued experience for your new employee. Over the past ten years, we have supported customers in the shift to either hybrid or full remote business models. Our services can facilitate an effortless transition and guarantee overall satisfaction.