Your team has been short-staffed for a while. They’ve been making it work for some time, diligently doing what they can to close sales and meet deadlines. But at the end of the day, a four-person team can’t scale the same workload of a team that should be twice its size.
You know your company needs to fill roles fast. But with hundreds of candidates to choose from, how can you decide who the best person is for the job? Below, we share a few indicators that someone is a good fit for your remote or hybrid organization.
They’re Tech-Savvy
With a remote or hybrid team, you want to hire someone who is tech-savvy. Note that tech-savvy doesn’t mean they’re younger and have experience working in Silicon Valley. You want someone comfortable with essential tools, such as Gmail, Zoom, or Slack.
Realize, too, that technology can vary from company to company. Your company may use Microsoft Teams, but the candidate has previous experience with Google Workspace. All of that is fine. Technology changes constantly. The important thing is they’re comfortable learning and adapting to different technologies.
They Excel at Time Management
Time management is paramount when operating on a remote or hybrid team. You need to find someone who knows how to set their own schedule to get tasks done while working from home and isn’t going to be easily distracted.
Ask strategic interview questions to learn how candidates manage their time and prioritize tasks.
They Have Remote or Hybrid Work Experience
Adjusting to a remote or hybrid schedule can be challenging for employees if they’ve never done it before. Some people have a hard time creating a routine to allow them to work from home or work in a hybrid arrangement successfully. This is why having someone with previous experience can significantly benefit your team.
But don’t write off candidates that don’t have traditional remote or hybrid experience in their 9-to-5. Maybe they volunteered as a virtual math tutor for kids. Or, maybe they enjoyed work-from-home Fridays once a month. Experience is experience, whether they got paid for it or not.
They Align With Your Values
Sure, maybe the first candidate agreed to work for a much lower salary than the second one, but that’s not going to save you money in the long run if you’re trying to fill the position again less than a year after they started.
For example, if you’re a nonprofit focused on fighting climate change, you don’t want to hire someone who doesn’t align with those values. Finding someone that aligns with your company values is essential for employee retention.
They’re Excited About the Role
It’s never a good sign if a candidate stares at their phone throughout the interview. You want to find someone excited about the role and being a part of the team. This will help retain employees, which is much cheaper than finding someone new to fill a position.
They Have Integrity
Whatever industry your company is in, you can’t have a successful team without trust. You need to be able to trust the employee to get their work done and to be respectful of their colleagues. If a candidate misled you during an interview or lied on their resume, those are red flags that they’re not a fit for your team.
They’re Good Communicators
As a remote team, you know communication is the backbone of company success. You want to hire team members who excel at clear communication and maintain professionalism in their emails or other electronic communications. Clear communication helps a team thrive and meet its goals.
Find the Right Fit for Your Company
Finding the right person for your open role is essential to company success. Beyond credentials, you should look for these key traits to determine whether someone will be the right fit for your team.
If you’re trying to fill open positions, check out Remote.co’s Q&A with leading remote companies to learn more about how they recruit the top candidates in the world!
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By Caitlin Lemon | Categories: Build a Remote Team