Technology has changed the way we do business. From manufacturing to bioscience, the advances in technology systems have allowed business to work more efficiently and with less cost.
This is true in terms of human resources, as well. Many companies have remote employees – some of them exclusively remote – in order to secure top talent without uprooting these professionals from their lives entirely.
To be sure, hiring managers are cautious in extending remote options to candidates until they are confident that these otherwise excellent professionals are suited to work effectively from a remote home office. There are certain specific qualities that recruiters and managers look for in order to encourage a remote hire. Do you have these qualities?
Brian de Haaff, founder and CEO of AHA!, recently described these essential characteristics in an article titled “Everyone Wants to Work Remotely — Here Is What You Need to Get Hired.”
AHA! is a fast-growing global software development firm in the U.S. with 70 employees around the world – ALL of them work remotely.
Demand for remote work is strong. And it is only getting stronger. One study showed a 32 percent year-over-year increase of job seekers searching terms like “remote” and “work from home” between 2016 and 2017. This means one thing: more competition for remote job openings.
And De Haaf knows what he’s talking about when it comes to technology impacting hiring. He’s worked for well-known technology firms such as XO Communications, Avaya, and Citrix.
“You need more than just a desire to work from home because you think it will be more convenient,” he stresses, ”you need the right mindset and skills.”
De Haaf outlines six essential characteristics sought after in remote hires:
(Read the entire article on remote hiring here.)
Getting hired is one thing. Demonstrating that you have these qualities is another. And, as de Haaf states, you have to show these qualities during the interview process.
Whether you apply directly or work through a savvy recruiter, you need more than a flashy resume. You’ve got to take the initiative to showcase these essential traits with the hiring manager.
De Haaf details how each of these attributes are seen on a day-to-day working basis. Genuine responsiveness is key. Every remote worker must be able to respond to directions and inquiries quickly and knowledgeably. No faking allowed. If you’re away from your desk, you’d better be able to access your work on a mobile device.
Clarity is important, too. Your communication needs to be as articulate as possible, knowing that there can be a time lag in reviewing what you wrote and implementing a particular plan based on your instructions.
Technology helps with tools that connect the whole company globally, sharing files, sharing screens, and placing within reach of everyone the resources needed to accomplish the task and complete the project.
“Speaking” with kindness through reports, emails, texts, etc. helps round out the edges that can sometimes accumulate frustration when collaboration is moving fast. Be a team player, encourage your co-workers, be responsive to your supervisors, and let everyone have confidence that whenever they contact you they will receive a prompt, professional reply.
One final thought from de Haaf:
People do not like to think of themselves as being absent or unresponsive teammates. But you need to be honest with yourself to figure out if a remote job is really right for you. While working on a distributed team might appear to be less work than going to an office — the reality is that you will work really hard. Maybe harder than you ever have before.
Thinking of working remote for the first time? Reach out to an experienced recruiter that will have your best interests in mind and who has the relationships with hiring managers in order to present you in the best light possible.