How to determine whether a person is suitable for remote work
Work And Study / / December 25, 2019
Alex Sexton
Head Layfhakera manages a distributed team since 2010.
- In what format is best sobesedovat potential remote employee?
- The best option is always the one that gives the most information about the applicant. That is the way the hiring process. The more employers and job seekers learn about each other, the easier it will be to make a decision about the possibility of working together.
Text and audio do not convey all the nuances. Video, in general, too, but from all available remote interview format, this is the best.
Of course, it is even better to meet in person. If such a possibility, it is necessary to use it. If not, repeat, video - the best choice possible.
- What additional information can be obtained from the interview in video format? Something subconscious? Some visual evaluation criteria?
- Video provides a more complete picture of the emotional experience. There is an opportunity to relate what a person says in order, as he says.
A lot of information makes the situation in which the candidate. I see how he prepared. If a person is sitting in front of you in a vest-alcoholic and shorts, perhaps, it is an occasion to think about the level of his responsibility.
- Do I have a personal meeting with a potential employee before deciding for a job?
- Layfhakera Experience shows that in the state there are many people with whom we have never met, and at the same time have been successfully cooperating for many years without any problems.
- What you should know about the main differences between an interview with a potential employee remote from interviews with potential ordinary employee, who would go to the office?
- Special no difference. The biggest surprises still happen after hiring. The interview can reduce the risks, but the fun begins when a person goes to work.
Tip for beginners managers: you should make every effort to so-called onbordinga, ie the involvement of a new employee in the processes within the company. Maximum explain in detail, what results do you expect from his work, as well as what works. In such cases, help for instructions.
In Layfhakere each new author volumetric issued an instruction that says everything that can be done with site, how to write so that all fit into redpolitiku, basic description of the editorial process, and more more. Not necessarily to teach this statement by heart, but in case of standard questions from a beginner it saves a lot of man-hours staff.
In the remote employee is much less opportunity to learn the company's internal device. It is limited to communicate with colleagues, can not physically observe what is happening "around" processes. Always try to compensate for this. And do not forget about the feedback.
- Is there any mandatory questions to be asked at a job interview with a potential employee of the remote?
- I have a question that I ask in the interview to all and always. I did not come up with it, but I use them actively. The question is: "How do you consider yourself responsible and what is meant by responsibility?".
Often it is necessary to clarify and ask the person to give examples of behavior in some critical situations. Everything else is standard for any interview: questions about the experience, about the things that did, and achievements.
In many ways, similar to the interview date. On one date, you can invent itself, but sooner or later it will reveal when marriage occurs.
- What kind of things are the most powerful "yes" and "no" in an interview with a potential employee of the remote?
- Yes:
- Steep achievements in the field, to the position in which it applies.
- The ability to clearly explain what benefits it can bring, it is able to do within the framework of the post for which came sobesedovatsya.
- Self-confidence - this is also a very big plus.
Not:
- Lack of professionalism - the biggest minus. Were merry occasions when people responded to the job, but knew absolutely nothing about the employer and posted in style: "Well, I'm hoping you can tell me to do everything." Getting a job in Layfhaker, he did not even open our website. In 99% of cases of such interview applicants are unsuccessful. The man did not bother to spend time researching a potential employer about what professionalism is all about?
- On the basis of what is best to take a decision on the translation capabilities of existing personnel in remote mode? Some employees can not be translated into udalonku?
- It is obvious that for the remote work does not fit the position, implying the need for the presence and perform some tasks in the office. For example, a secretary who works with documents and correspondence.
In other cases, we prefer to act gradually. Every new employee who lives in the same town with us, pass the probationary period with the obligatory presence in the office. During this time he learns to carry out its tasks, familiar with the team and so on.
After completion of the probationary period the employee is given the opportunity to work outside the office. In this case, to assess the effectiveness of its work in this format.
Typically, the transition to the remote operation is no problem. Our experience shows that if a person is enough to motivate, and he likes his job, he will be equally effective in the office, at home, on the sea and the beach in the crater of the volcano.
Often the employees themselves decide whether they fit remote work. Work from home is not always comfortable. There are distractions that can get rid of, just by changing the environment.
It is no secret that work much harder from home. From person requires more concentration and responsibility. About it for a long time and write a lot (including us), but these problems do not disappear.
Ability to work from home - it is art. Few possess them.
If your company has at least some KPI system to track the performance and control of the quality of work, to make a decision about the possibility of the employee to work remotely much easier.
In a situation where people want to work outside the office, but its effectiveness is reduced at the same time, you just need to sit down and talk to him about it. If an employee is really important to be able to work remotely, that he should make an effort to improve their own efficiency.
- The last question, this time to help job seekers. What can you advise people who want to work remotely, but can not convince employers of their abilities to work effectively away from the office?
- If we are talking about the candidates without the necessary experience, the main way to show their best side - a good test tasks.
If in the process of communication with a potential employer is not reached before the tests, then you may require this task. Execute it, of course, the need to efficiently and quickly. This approach produces a good appearance.
Strong desire and ability to prove your competence of the candidate are often key factors in making the decision by the employer.
It often happens that during the interview the man is not confident, nervous, but when working on real problems show himself a competent person.
In my practice so often the case, that the applicant without experience had no opportunity to boast of professional achievements, but the results of the test task showed a deep understanding of the topic, a conscious desire and ability to grow in this new area.
Unequivocal "no" to HR - is a very rare phenomenon, especially when between the applicant and the employer no negative backgrounds. Be assertive. A person who wants to work, moreover in this place and in this company - that's fine. Any manager will appreciate it.
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