What advice would you give to someone who is trying to decide if a remote company is a good fit for them? How can you tell if they’re a good fit without meeting with them in-person? Share your thoughts here.
Great question, @DevanCicc.
In many ways, the process of identifying candidate/company alignment isn’t any different when considering a remote company vs. a traditional company.
As a candidate, you should be aware of what you’re looking for in a company in terms of values, culture, mission, and the type of work you want to do. A remote company should also be aware of similar criteria when to what they’re looking for in their hires when it comes to knowledge, skills, and abilities that will enable them to thrive in the company and the role they’re applying for.
The specifics that I think you might be looking for have to do with whether or not someone has the personal skills to thrive in a remote setting. There’s no doubt that a remote role will require strong communication skills, the ability to be self-directed and have a bias towards action, and comfort with working in a context where you may not get to see your coworkers on a regular basis. There’s surely more than this depending on the role and company.
These are all skills that can be learned, but in many cases lacking these skills can create serious barriers in someone’s ability to acclimate at a remote company.
From the company’s standpoint, asking the right questions during interviews can help identify these skills and tendencies. For example:
- Asking questions about times where a candidate has taken their learning and development into their own hands can provide an indication of their self-awareness and proactivity.
- Asking them to complete a take-home test project as part of the process can provide a lot of insight into the quality of their work and their ability to put their knowledge and skills into action.
- The way they communicate via their application, emails throughout the hiring process, and during video interviews can provide insight into their ability to communicate effectively.
Hiring is always a calculated risk that hopefully ends in reward, but a strong onboarding experience in the first few months will help set new hires up for success and work with them to identify and repair any fundamental misalignments.
@andrewgobran - Love this response! You are spot on in so many areas. I definitely think there’s overlap in remote and in-house candidate/company alignment and then considering whether a remote setting works for someone.
This information is really helpful. Thank you for sharing and for taking the time to create such a well-thought out response. Much appreciated!