Key Questions To Ask Remote Employers

As we recover from the pandemic and some companies make the move towards establishing remote work on a permanent basis, candidates will likely see a lot more opportunities for teleworking roles. While it may not be an ideal fit for everyone, remote jobs provide greater flexibility, less constraints around location, and a more technology dependent working environment.

In order to assess whether the remote role you’re applying for is well supported by the organization that’s offering it, consider asking these 3 questions at the interview:

1. Can you describe your company’s remote culture?
Some companies might have an established remote workforce while others might be new to this. Because remote employees can feel disconnected, it’s important for organizations to bring everyone together, encourage frequent collaboration, and have a check-in system in place. Get a sense of how frequently the teams communicate and by what method, whether there are any virtual team events in place, or what their policies are for creating an inclusive culture that address the challenges of distance work.

2. What technologies do you have in place to support remote work?
There are many different technologies on the market that allow for collaboration and communication between team members, such as Microsoft Teams, Zoom, Google Hangouts, and Slack. You want to ensure that the company will provide such resources so you can get to know everyone at the company and have an established method of communication with your team. It is also key to determine how easily you’ll be able to share and access files. Is the company working from a cloud environment? What type of IT support will be provided? Make sure that you are comfortable or open to learning their tech stack.

3. How do you track productivity of remote employees?
Productivity tracking is done differently across organizations and even teams within one company. Some roles require closer monitoring than others. Companies can track work by using technologies such as ActivTrak or opt for an honour system. It’s important to find out what the process and expectations are around the role you’re applying for. Are you expected to work during certain hours or is there room for flexibility? Does this job have frequent deadlines and a defined reporting structure? Get as much clarity on expectations as you can.

When you interview for a remote role, ask the right questions to gauge your fit. Companies that have a well-thought-out remote work support system in place will add to your and their success.

Smart Staffing Series: Understanding and Meeting Your Candidates’ Expectations

Continuing with our “Smart Staffing Series,” in which PTC aims to help you make the most informed choices for your talent acquisition strategy, a crucial factor to keep top of mind is the overall quality of the candidate experience. How candidates feel they are treated through their interactions with your company can not only influence whether top talent accepts your offers, but also impact your organization’s reputation among other prospects and even your client or customer base. Understand and meet your candidates’ expectations with these tips to keep in mind throughout the hiring process:

Before:

Simple Application Process

Once they are under consideration, candidates will put in the work; however, they may pass on applying if an application process is too cumbersome. Ensure you are making it quick and easy to apply in the initial stage. Also, add an auto response after an application has been submitted to give candidates peace of mind and save you time from having to answer inquiries on if it was received.

Relevant Information

Candidates want to be able to clearly understand the job they are applying for, so they don’t waste their time or yours if it’s not a good fit. Carefully craft your job descriptions to have the most relevant information clearly communicated.

During:

Respect for Candidate’s Scheduling Needs

Once you have determined who you want to meet with, be mindful and respectful of candidates’ scheduling needs, not just those of the company. Flexibility in response times and interview time slots is key, especially if candidates are currently employed.

Streamlined Decision Making

Since there is a good chance candidates are pursuing other opportunities as well as yours, they expect you will make a decision in a timely manner once you’ve interviewed them. While you shouldn’t rush to make your final selection, it’s important your decision-making process is streamlined in order to evaluate candidates in a systematic way that doesn’t get held up unnecessarily.

After:

Tactfully Providing Closure

Candidates understand that even if they are fully qualified and really want the job, they may not end up with an offer. However, they still desire closure, even if the news isn’t what they were hoping. Make it a point to reach out and let rejected candidates know in a tactful manner they were not selected, so they can move on to opportunities that are a better match.

Preparation for Success

When a candidate is given an offer, they go in with the assumption you will prepare them for success as a new hire. This means having an effective onboarding system as well as thorough training and regular check-ins to ensure they are acclimating to everything from the job duties to company culture to being treated professionally by their new co-workers.

An Effective Staffing Strategy Takes Time

If time is a resource you’re short on as a busy manager, consider delegating the recruitment process to PTC’s team of recruiting experts. PTC Recruiting, a division of Bay Talent Group, has nearly 30 years of experience collaborating with companies across sectors for their accounting, finance and administrative staffing needs. Contact PTC today to learn more about our recruitment services.