Is Your Candidate Suitable for Hybrid or Remote Work?
The pandemic has redefined how companies provide workplace options that will keep their employees engaged in their job roles and, more importantly, maintain day-to-day operations. In the New Normal of work, most organisations have had to adapt to their workforce’s needs in terms of where they will be most productive: working remotely or on-site in the office. To meet halfway, companies have also offered a combination of both: the hybrid set-up.
In assessing candidates for a job role, recruiters and hiring managers must go beyond their evaluation of the prospect’s skills and qualifications. They must also consider whether the candidate will perform well by working remotely or by adopting the hybrid approach. This requires an assessment of their soft skills and their personal characteristics that will determine the best work situation for them.
Here are some factors that will guide you on how to conduct your evaluation if the candidate will perform with better outcomes in a hybrid or a remote work set-up.
1. Capacity to build productive relationships
Naturally, new hires will have to adjust and fit in with the team. But working remotely or in hybrid mode will reduce their opportunities for face-to-face interaction with their colleagues and other stakeholders. You need to find out if the candidate has the ability to build and maintain work relationships. Do they proactively reach out to their colleagues, even in a virtual workspace? Would they rather wait for people to approach them? How do they communicate and collaborate with the rest of the team members?
2. Problem-solving skills
The new employee can easily turn to their colleagues for help if they’re present in the office. But how will they do so under remote or hybrid work conditions when they are physically apart from them? This is where their problem-solving skills will come to the fore. Check how the candidate can resolve issues independently — when necessary – in a remote or hybrid setting. Will they take the initiative to find answers on their own? How will they deal with problems that are new to them? Will they still be able to operate effectively as they solve these problems whilst working remotely?
3. Maintaining self-motivation
Distractions are bound to happen when working remotely at home. For the newly hired employee, it may be more challenging for them to focus as they adjust to their new role. They may also have to contend with feelings of isolation and loneliness since they’re not physically present with the team. When evaluating the candidate, you should consider how they motivate themselves in this situation. How do they set their work objectives? What will drive them to accomplish their goals? How do they stay engaged at work whilst dealing with distractions and whatever apprehensions they might have about remote or hybrid set-ups?
4. Desire for diligence
Since there’s less direct supervision in remote work, you need to check if the candidate is conscientious enough to perform their tasks diligently. The new hire is expected to maintain high standards at work whether remotely or in the office. How will the candidate ensure that the quality of their work remains consistently good in whichever work situation that they’re in? Are they able to go the extra mile to do their work the right way without cutting corners?
5. Organising and planning capabilities
To perform efficiently, employees should know how to organise their work and plan their tasks accordingly. With remote work, however, time management can be difficult when the employee is trying to fulfil their work duties whilst dealing with their responsibilities at home. When you review the candidate, find out how they manage their time for work. How do they prioritise their tasks? What tools do they use to help them track their progress? Does their method of organising and planning help them to be more productive?
6. Staying resilient amidst setbacks
A new employee might feel stressed as they adjust to a different work situation. This may affect their performance and they might encounter setbacks along the way. The candidate you’re evaluating should have the capability to perform and deliver their work, even under pressure. What happens when they’re stressed out? How will they deal with it and still accomplish what is expected from them? How do they take care of their wellbeing?
7. Adapting to a different working environment
An employee who can adapt to new work conditions will thrive in their career journey. In your candidate assessment, take note of how versatile they are when faced with different work situations in their job role. How did they manage and how did it affect their performance? What techniques do they use to help them adapt? If it’s not working, what do they do?
The Talent Consultants is a professional headhunter company in Vietnam with proven expertise and experience in guiding organisations and employees on the complexities of remote work. Our expert talent acquisition consultants in Ho Chi Minh City can recruit the most qualified candidates across Southeast Asia for a range of job roles in multinational businesses. We conduct a finely tuned recruitment process that will ensure the perfect match between the candidate and the company.
Job seekers can find exciting opportunities to level-up their career at our job vacancies page. If you need professional assistance in recruitment and workforce management, call us on +84 28 7309 7991 or book your free consultation here.