Remote work was once relegated to the fringes of the working world. Yet, it’s become increasingly common, with businesses large and small recognizing the value of a distributed workforce. Improvements in technology, such as high-speed internet and top-quality video conferencing tools, have made this shift possible.
The COVID-19 pandemic is expected to increase the trend toward telework. Due to the pandemic, the public health situation has inspired a rapid rise in remote work. According to the Future Workforce Report, more than half of Americans are working from home as a result.
What’s more, managers are recognizing the benefits of a distributed team for business. Remote workers, whether full-time or independent, experience better job satisfaction, making them more productive.
That said, the success of a remote team hinges on selecting the right people. Remote work requires a distinctive skill set. You may need to refine your hiring requirements to find the right remote professionals. Specifically, those who can thrive independently and collaborate with in-house teams.
The following list offers an overview of job skills and qualifications to look for in your next remote team member.
1. Ability to communicate across multiple channels and asynchronously
The days of popping into someone’s office are long gone for full-time workers. Many communication barriers arise when people can’t see one another. From a practical standpoint, independent professionals may be located in different time zones and work during their own time. Remote teams also can’t rely on body language and facial expressions.
To overcome these hurdles and integrate into a fully remote hybrid team, workers need to communicate across multiple channels. Common channels include online chat, video calls, and email. They also should be able to handle asynchronous communication. They should be able to leave project updates or feedback that is easily accessible to other team members throughout the day.
How to assess this attribute
Look for remote workers who are proactive about communicating and adept at using multiple channels. To assess this:
- Judge their communication during an initial discussion of the engagement. Are their messages clear, concise, and coherent? Do they include relevant information upfront? If you arrange a video chat, are they prompt? You want proactive communicators.
- Ask about their familiarity with communication tools, such as Slack. This will give you an idea of their technical communication abilities. You can also incorporate various communication tools into the interview process, like email and Zoom.
- Inquire regarding availability. Some independent professionals set strict schedules for themselves, essentially working from 9 to 5. Others work more sporadic hours. Ensure their schedule fits your team’s needs.
2. Knowledge of organizational tools
Remote team members need to stay organized to stay on top of their tasks. This is especially important in the case of independent professionals who may handle multiple projects and multiple client workloads at once. Project management software may help.
Tools like Asana allow individuals and entire teams to view a project’s progress. These platforms also make it clear who is accountable for which task and can help to track deadlines. This can be especially handy in larger, multistep projects with contributions from multiple team members. Workers who can use such tools to stay organized may have a competitive advantage.
How to assess this attribute
Their resume and the interview can tell you a lot about a person’s organizational skills. Look for specific projects that would demand a keen eye for detail. Managing a software development project from start to finish would require juggling many balls at once, for example.
In the interview, you may want to delve further into their software-specific organizational abilities. You can ask how they managed to balance priorities when handling a detail-oriented project. Did they rely on a project management style, like Agile, or use a certain workflow management tool like Asana? Concrete examples are key.
3. Knowledge of workflow management methods
To keep full-time workers and contracted talent connected and effectively collaborating, everyone must maintain punctuality when meeting deadlines or attending virtual meetings.
Strategies like Kanban help to visualize tasks, prevent bottlenecks and move projects forward. Workflow management methods also promote accountability, which is useful for hybrid teams.
How to assess this attribute
Look for experience with workflow management methods on an applicant’s resume. You can also ask about their familiarity with such methods in the interview. If they draw a blank, determine whether they’d be open to learning such techniques, for example, via remote training.
Hypothetical scenarios are usually the best way to assess time management skills and the ability to prioritize. Provide the candidates with a situation in which they need to handle multiple tasks. Ask which one they would tackle first, second, and third—and explain why.
4. Willingness to use remote learning management systems
Whether remote or in-house, any full-time professional must continuously learn if they want to advance in their career. Remote workers, in particular, may have to be extra-motivated to engage in active learning because they don’t have the option of attending seminars in an office setting. They may also be required to learn even more skills, for example, new communication technologies.
Again, technical ability comes into play. If your company has a learning management system, should remote workers use the LMS? If so, determine whether the applicant would be comfortable using such a tool. If your hiring process includes a practical test, you may want to consider running it through a limited-access LMS to assess usability.
How to assess this attribute
When determining a potential remote team member’s willingness to learn, take the following steps:
- Look at their educational experience: This doesn’t mean they have to have a fancy degree. On the contrary, look for self-motivated learning endeavors, like participating in MOODLE courses. This shows they are seeking new skills.
- Inquire whether they are interested in learning any new skills (pertinent to the role at hand). For instance, if you’re engaging a web content writer, you might ask if they are interested in investing in training for social media writing.
5. Cultural sensitivity
Finally, all the technical points aside, a great team still relies on great people who can collaborate, show empathy, and support others.
Hybrid workforces may span countries, continents, and even the globe. You must have people on your team who are attuned to cultural differences and appropriately open-minded and empathetic. This will simplify collaboration with your remote team and promote positive teamwork.
How to assess this attribute
You can assess cultural literacy through role-play scenarios. For example, propose a hypothetical situation in which the potential worker has a difference of opinion with someone who shares a different worldview. Do they approach the situation with sensitivity?
Find talent that exceeds your remote hiring requirements
When building your remote team, make a hiring checklist using the above list of job skills and qualifications. These tips can help you create a game plan for your testing and interview process. This will allow you to thoroughly vet potential team members—even if you’ve never met them face to face.
And if you’re interested in engaging independent professionals for your next remote hire, trust Upwork. The Upwork platform gives you access to top talent from a range of industries and skill sets. Whether you need a graphic designer, a writer, or a software developer, Upwork has a niche to suit your needs.
