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If there’s one universal lesson we’ve learned from the COVID-19 pandemic, it’s that productivity and results don’t require everyone to sit in the same office. Remote work was thoroughly tested and has proven its value. Today’s workplace has evolved, with remote work becoming increasingly prevalent. The pool of talented remote workers is growing, but finding the right remote worker isn’t as simple as it might seem. Not all remote workers are the same, and understanding the characteristics that define a good remote employee is crucial for employers looking to hire the best.
But what makes a good remote worker? Let’s dive into the five key characteristics that employers should look for.
1. Exceptional Communication Skills
In a virtual environment where face-to-face interactions are limited, clear and concise communication becomes even more critical. Good remote workers excel in both written and verbal communication. They can articulate their ideas, provide updates, and convey information in a manner that is easy to understand. Clear communication ensures that tasks are understood correctly, reducing the likelihood of errors and increasing efficiency. A good remote worker is also very prompt in their responses, ensuring that queries and issues are addressed in a timely manner.To ensure that clients end up with candidates who have exceptional communication skills, our team at Zimlance takes prospects through a rigorous vetting process. During this process, candidates undergo multiple communication assessments. These include written tests to evaluate clarity and conciseness, as well as video interviews to assess verbal articulation and responsiveness.If you have already hired someone who has poor communication skills but is talented at their job, you can enroll them into online courses focusing on business writing, effective email communication, and active listening skills. Additionally, as a manager you hold regular workshops and one-on-one coaching sessions to help team members refine their communication abilities.
2. Self-Motivation and Independence
Remote work requires a high degree of self-motivation and the ability to work independently. Without the physical presence of a supervisor or the structure of an office environment, remote workers must be able to manage their time effectively and stay focused on their tasks. A self-motivated remote worker is more likely to take initiative and complete tasks efficiently, leading to higher productivity. Most often, independent workers are resourceful and capable of solving problems on their own, minimizing the need for constant supervision.Studies have shown that self-motivated employees are 43% more productive and 50% more engaged in their work compared to those who lack intrinsic motivation. This productivity boost can lead to significant cost savings and revenue growth for businesses.By fostering a culture of autonomy and self-reliance, remote workers are not only capable but also motivated to excel in their roles. This approach not only enhances individual performance but also contributes to the overall success and efficiency of the business.
3. Strong Organizational Skills
Remote workers must be highly organized to manage their workload effectively. This includes the ability to prioritize tasks, manage deadlines, and maintain a structured work environment. Strong organizational skills are essential for ensuring that work is completed on time and to a high standard.
Research indicates that well-organized employees can improve their efficiency by up to 20%, significantly impacting overall productivity. This improvement can lead to better resource utilization and reduced operational costs for businesses.
Good organizational skills enable remote workers to manage their time effectively, balancing multiple tasks and deadlines. Organized workers are more consistent in their performance, delivering high-quality work regularly.
At Zimlance, we emphasize the importance of organizational skills and encourage remote workers to utilize project management software like Trello and Asana to help them keep track of their tasks and deadlines.
4. Tech Savviness
Remote work relies heavily on technology, making tech savviness a crucial characteristic for remote workers. This includes proficiency with communication tools, project management software, and any specific tools required for the job. A good remote worker is comfortable navigating different technologies and can quickly adapt to new tools and systems.
According to a study by Stanford University, remote workers who are proficient in using digital tools are 13% more productive compared to those who are less tech-savvy. This productivity boost comes from the ability to streamline workflows, automate routine tasks, and reduce time spent on troubleshooting technical issues.
Workers who know their way around digital tools efficiently can enhance productivity significantly. For instance, being adept at using collaboration tools like Slack or Microsoft Teams can reduce the time needed for meetings and improve communication clarity. Similarly, proficiency with project management software like Trello, Asana, or Jira allows for better task tracking and deadline management, leading to smoother project execution.
Zimlance ensures that the remote workers that we source for our clients are tech savvy. The pre-screening process involves candidates taking technical tests which examine their abilities to use different software and tools. This approach helps us to determine if the remote worker will be able to leverage technology to enhance their work efficiency.
5. Strong Work Ethic and Integrity
A strong work ethic and a high level of integrity are fundamental characteristics of a good remote worker. These traits ensure that remote employees are committed to their work, meet their deadlines, and maintain professional standards even in a less supervised environment.
Research from the Society for Human Resource Management (SHRM) indicates that employees with a strong work ethic are 50% more likely to be top performers, showcasing the significant impact of this trait on productivity and quality of work. Moreover, a survey by Edelman found that 67% of employees believe that integrity in the workplace fosters better relationships and enhances trust between employees and employers.
Workers with a strong work ethic are reliable and dependable, consistently meeting their commitments and producing quality work. Integrity builds trust, which is essential for a successful remote working relationship. Employers need to trust that their remote workers are honest and dedicated. Nurturing these traits through regular check-ins and team meetings where team members account for the work they did ensures that remote workers are not only productive but also reliable and trustworthy, contributing to the overall success and integrity of our business operations.
What Tools Do Good Remote Workers Use?
Good remote workers leverage a variety of tools to maintain productivity and communication. Popular tools include project management software like Trello or Asana, communication platforms such as Slack or Microsoft Teams, and video conferencing tools like Zoom or Google Meet. Additionally, time management tools like Toggl, cloud storage solutions like Google Drive or Dropbox, and collaboration tools like Miro help remote workers stay organized and connected.You can take a look at some of our recommended tools which can help with productivity.
How to Identify Good Traits in Remote Talent Early
Identifying good traits in potential remote workers early can save a lot of time and resources. Look for candidates who demonstrate strong communication skills during the initial interactions. Assess their organizational abilities through detailed questions about their work habits and past projects. Check their tech proficiency by asking about the tools they’ve used and their experience with remote work setups. Finally, seek out references and conduct thorough background checks to ensure they have a strong work ethic and integrity.Here are some questions and answers you can use to help you gauge different aspects when interviewing a potential remote worker.
A. Strong Communication Skills:
Example Question: "Can you describe a time when you had to explain a complex concept to someone who wasn't familiar with it?"
Good Answer: "In my previous role, I had to explain a new software tool to a team member who was not tech-savvy. I broke down the process into simple steps, created a visual guide, and walked them through a live demo. They were able to understand and use the tool independently afterwards."
B. Organizational Abilities:
Example Question: "How do you prioritize your tasks when working on multiple projects with tight deadlines?"
Good Answer: "I use a combination of Trello for task management and Google Calendar for scheduling. At the start of each week, I list all my tasks and deadlines, then prioritize them based on urgency and importance. I allocate specific time blocks for each task and review my progress daily to adjust as needed."
C. Tech Proficiency:
Example Question: "What remote work tools have you used, and how have they helped you in your previous roles?"
Good Answer: "I've used Slack for communication, Asana for project management, and Zoom for virtual meetings. These tools have helped me stay connected with my team, track project progress, and conduct effective virtual meetings. For instance, using Asana allowed me to keep all project-related tasks and deadlines organized, ensuring timely completion."
D. Remote Talent Work Ethic and Integrity:
Example Question: "Can you give an example of a time when you had to go above and beyond to meet a deadline?"
Good Answer: "There was a critical project with a tight deadline, and a key team member fell ill. I volunteered to take on additional responsibilities, working late hours and coordinating with other team members to ensure we met the deadline. My commitment paid off, and we delivered the project on time, maintaining the quality standards.
What to Do When You Realize Someone You Hired Isn't a Good Fit
Sometimes, despite thorough screening, a hired remote worker might not meet expectations. When this happens, it's important to address the issue promptly. Start by providing constructive feedback and offering additional training or resources. If performance doesn’t improve, it may be necessary to transition them out of the role and look for a replacement. Clear documentation of issues and transparent communication throughout the process is crucial.However, before you terminate the workers contract, you need to have been giving clear, constructive feedback. Especially being specific about the areas needing improvement and providing actionable suggestions. You can even offer additional training or resources to help them succeed. If the performance does not improve it may be necessary to transition them out of the role. It's crucial to be aware of the legal implications of firing someone remotely. Different countries have varying employment laws, so consulting with a legal expert or HR professional is advisable to ensure compliance with local regulations. Proper documentation of performance issues and steps taken to address them is essential to protect against potential legal challenges.At Zimlance, we understand the challenges of finding the right fit. That's why we provide a 6-month guarantee to replace someone free of charge if they do not meet expectations. This ensures that your business can continue to operate smoothly without additional hiring costs.
Beyond Interviews: Evaluation Tools for Remote Candidates
While interviews are a standard part of the hiring process, additional tools can help evaluate remote candidates more effectively. Skills assessments and personality tests like those offered by platforms such as TestGorilla or Criteria Corp can provide insights into a candidate's suitability for remote work. Specific tests for remote workers might include situational judgment tests, technical skills assessments, or work sample tests, which simulate tasks they would perform on the job. During the screening process, Zimlance utilizes a variety of skill assessment and personality tests and provides you with a detailed report of the screened candidates. This helps the employer to save time and money in conducting additional assessment tests on the shortlisted candidates.
How to Recruit Remote Workers
Hiring the right remote workers is essential for the success of any remote team. When evaluating potential remote employees, it’s important for employers to look beyond technical skills and consider these critical attributes. Doing so will help ensure that the remote workforce is not only skilled but also well-suited to thrive in a remote working environment. As remote work continues to grow in popularity, understanding and prioritizing these characteristics is key to building successful and sustainable remote teams.
Despite the growth of remote work, the recruitment process can still be tedious and unpredictable. Many companies lose significant time and money recruiting the wrong candidates. But all hope is not lost. Headhunters have diversified and found ways to source reliable and credible remote workers. If you are not sure where to start, we wrote this article to help.
At Zimlance, we specialize in sourcing, screening, and orienting remote workers for our clients. We have mastered the art of identifying the right candidate with the ideal characteristics for remote work. Knowing where to look, which questions to ask, and how to manage remote workers can save companies a lot of money and time.
Zimlance understands the remote work landscape and can provide you with remote workers at a fraction of the price you would pay for in-person workers. With Zimlance, you can rest assured that you’re getting the best talent to meet your business needs.
In conclusion, the future of work is remote, and by focusing on these key characteristics and leveraging the expertise of firms like Zimlance, employers can build strong, productive remote teams that drive success.
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