Leaders managing remote teams know that telecommuters need to show above-average competency in several areas to be successful. Just like scanning for evidence of leadership or attention to detail, they comb through resumes for information supporting each applicant’s potential to succeed in a remote setting.
While only time in the role confirms someone’s aptitude for a particular remote job, leaders can boost their odds of hiring well by looking for the following on a remote candidate’s resume.
What to Look for on Resumes from Remote Job Candidates
Previous experience as a remote worker.
If your job candidate has worked from home before, and done so successfully, that probably means they have a good handle on how to do it. Successful remote workers function happily and productively without managers and colleagues around, and they understand challenges such as maintaining focus.
“While it isn’t required, I like hearing that potential candidates are experienced with remote work already,” says Ann MacDonald, director of content strategy at LoveToKnow. “It means they have already learned how to manage their time and organize their day for working from home. It also usually means they like it and appreciate that style of work, versus someone who might think it sounds appealing but discover they miss the hubbub of a busy office environment.”
Some resumes may include a “Remote Experience” section, while others may detail telecommuting duties and accomplishments within individual entries under “Work History.”
Written and verbal communication skills.
Most people will include some note about communication on their resumes, so you may have to dig a bit deeper. Working remotely requires effective communication, so look for evidence of clear, succinct writing that promotes understanding.
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Pay close attention to the emails and other written materials they send your way, as well as any phone or video calls you conduct with them. If their writing is confusing and filled with errors, or they don’t know how to connect to a video conference, they may not be right for your position.
Self-motivation.
Without a boss or colleagues around to help them, your remote workers must be able to keep themselves motivated to work hard, complete tasks, and push through the day. Look for examples of this on their resumes, including notes about projects they completed successfully with little or no guidance.
Also, check their cover letter or introductory email for indications that they’ve researched your company. If they haven’t taken time to do their due diligence prior to applying, it could be a red flag that they’re not as self-motivated as you’d like.
As noted by Amir Salihefendic, founder of Doist, “In a remote setting it’s vital to hire proactive, curious people who won’t wait to be told how to do things. That’s why one of the most important things we look for are ‘Jacks & Jills of all trades’—people who take ownership over learning new skills.”
Agrees Mohammed Chahdi, human resources director at Dell Technologies, “Autonomy and self-discipline are absolute requirements for remote workers. We look for people who are proactive in their approach to their lives and their work.”
Organization and time-management skills.
Remote workers must be able to remain on task and track their own time each day, as they won’t have a boss hovering nearby to keep them on target. Look for key phrases in a resume that show the ability to organize their time, such as “planning,” “outlining,” “organizing,” “monitoring,” and “scheduling.” This could include a specific example of how they managed a large project with many moving parts and several collaborators.
Comfort with technology.
You probably provide some level of IT support for remote workers, but they will need to be able to handle basic use and troubleshooting of your company’s hardware and software tools.
In addition to listing technical skills on a resume, your candidate can show they understand technology by attaching the right kind of document to their email or effectively using videoconferencing software that may not be familiar to them. Look for these kinds of clues throughout the review and interview process.
Critical thinking skills.
Critical thinking skills covers a wide range of topics and can be difficult to measure, but look for descriptors like “problem-solver,” “analytical,” and “open-minded.”
If the candidate submits a portfolio of work, look at how they present the project. You want to see them show the challenge, the solutions they considered, the process, and the evaluation they used to measure success.
Successfully Hiring Remote Workers
Some of these traits will be easy to identify on the resume of a remote work applicant, while others may be harder to find. However, if you take the time to look, your initial screen of applicants should be more effective, and the person you eventually hire is more likely to be a good fit for your virtual team.
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Beth Braccio Hering contributed to this post.
Photo Credit: bigstockphoto.com
A version of this article was originally published on April 9, 2019.
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