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3 Ways To Sell Yourself For A Remote Position

3 Ways To Sell Yourself For A Remote Position

With more and more companies extending their work from home policies every day, we expect to see a massive increase in hiring for remote positions. The coronavirus pandemic has opened managers’ eyes to streamlining their teams while allowing for a greater work-life balance. In March alone, job postings for remote positions were up over 42% on LinkedIn. If you are hoping to take advantage of this workplace evolution, try using these three tactics to sell yourself for a remote position.

Set the stage by nailing a remote interview

Spoiler alert: if you flub a virtual interview, you will not be hired for a remote position. This includes everything from scheduling and set up to following up with a thoughtful thank you note. Be sure to brush up on your video interview skills – including testing your equipment, assessing your surroundings, and putting together a professional outfit.

Throughout the interview, it’s essential to remain fully engaged in the interviewer(s). Close all other windows and limit outside distractions. Ask questions that explicitly reference the remote nature of the position. As soon as you hang up, craft a thoughtful thank you note and fire it off to all people involved. Executing these practices flawlessly will cue the Hiring Manager into your efficiency, excellent communication skills, and self-motivation to accomplish tasks when left to your own devices.

Do your research

Yes, we recommend this for every job search. But when you’re in the running for a remote position, you need to take it up a notch! If the hiring process is 100% remote (which many are for remote positions), you won’t have the advantage of seeing the company in person. You won’t get a feel for the company culture by checking out what employees are wearing or how they interact with one another.

However, you can still gain these insights; you’ll just have to work a little harder! Do a deep dive into the company’s social media, keeping an eye out for any team pictures or posts specifically referencing the company culture. Scour their Glassdoor profile to read first-hand accounts for current and ex-employees. (But remember to take reviews with a grain of salt!)

Highlight your soft skills

While, of course, your qualifications are important for snagging an interview, soft skills will seal the deal and get you an offer in hand for a remote position. Hiring Managers prioritize those who will be self-sufficient, communicate effectively, and crush it in the time-management department. Be sure to utilize the STAR method to answer interview questions and demonstrate your soft skills. This will give your interviewer an in-depth understanding of your skills and how you put them to work.

Next Step: Brush Up On Common Interview Questions

Don’t worry; at JSG, we have an arsenal of interview prep advice to help you nail your upcoming job interview. Good luck!

Managing a Remote Team: How To Keep Morale Up

Managing a Remote Team: How To Keep Morale Up

Thousands of leaders across the globe are suddenly finding themselves doing something they’ve never done before: managing an entirely remote workforce. And one of the most significant issues they’re facing is how to keep the morale up when everyone is kept apart. Many leaders thrive on the energy that comes from managing a team face-to-face and are struggling with ways to motivate their now-remote team. Here are a few things you can do to keep morale up, increase motivation, and continue building a team that will thrive no matter the conditions.

Have Frequent All-Team Virtual Meetings

One of the best ways to keep employee morale up is to keep things relatively business as usual. So, if your team is used to a lot of socialization, it’s best to continue that trend – even if it’s now through Zoom or Microsoft Teams. Keep your meetings light and positive and encourage everyone to share something they can bond over. Many companies have theme days, like “crazy hat day,” or host virtual happy hours at the end of the week to just hang out and catch up. Your employees will appreciate a fun moment to take their minds off of their everyday stresses.

Check-In One-On-One

While all-team meetings are great for keeping the positivity up for your team, don’t forget to check-in with your employees one-on-one. Give them a call every week just to see how they’re doing. Aside from asking if they need help with anything or if they have any questions, your conversation doesn’t have to be all business. If you’ve built a personal relationship with your employees, ask about their family! Find out what show or podcast they’ve binged lately. A little bit of interest goes a long way during isolation and will leave your employees feeling less alone.

Send Your Remote Team A Gift

A package on their doorstep is a fantastic way to let your team know you’re thinking of them. Whether it’s company swag, a gift card to get takeout from a local restaurant, or something that will make their work-from-home experience more comfortable like an external monitor.

We know how challenging it can be to make your team feel cohesive during times of separation. But with how prominent remote work is becoming, it’s more important than ever to create a healthy work-from-home environment. You have to make an instant effort in order to retain your best employees as the work landscape is rapidly changing.

Thinking about adding new team members to your remote workforce? Check out our blog here on how to make new virtual employees feel welcome!

Make New Employees Feel Welcomed Virtually

How to Make New Employees Feel Welcomed Virtually

As challenging as it is to picture, companies are still hiring during the coronavirus pandemic. In fact, for many employers, it’s business as usual. Therefore, you may find your team hiring new employees at a time when, according to LinkedIn, roughly two-thirds of employees are now working from home. Here are three things you can do to make your newest team members feel welcomed virtually.

Send them a care package

On a typical first day of work, you walk into your new workspace and find a friendly welcome package. Maybe it’s a company-branded coffee mug and t-shirt, or perhaps a notebook, pens, and other office supplies. Regardless of what you gift your new employees, it’s always a nice touch to make them feel welcomed on their first day. So, instead of hooking them up with some company swag at work, send them a little care package with some fun items. This will make them feel part of the team and put a big smile on their face. You can even include a hand-written note to express your excitement for them to join your team and make them feel welcomed virtually!

Schedule a team meeting (virtually)

Another thing you can do to welcome your new co-workers is to schedule a team meeting with everyone on their first day. Usually, on the first day at a new job, you get to walk around the office to get a lay of the land and meet everyone. Well, this is clearly more challenging when most of us are working remotely, Instead, set up a Microsoft Teams or Zoom meetings so everyone can get acquainted with the new folks. Have your team spend a few minutes introducing themselves and explain their role at the company. This will give your new workers a better feel for the office environment and make them more comfortable with their new team.

Employee spotlight

Another easy way to make your new employees feel welcomed virtually is to write up a little employee spotlight on them. Take a few minutes to interview your new teammate and ask them a few questions. Ask them questions that give the rest of the team a little background on their career and their interests outside of work. You can also add a link to their LinkedIn profile and encourage your team to connect with them. Then, you can send out this spotlight to the rest of the team and allow them to “meet” the new employees.

Want to see some examples? We have tons of employee spotlights on our great staff members at JSG!

Hiring new workers is difficult during the COVID-19 outbreak. However, these are three simple things you can do to make your new employees feel welcomed, even if their first day is remote.

How To Get Hired For A Remote Position

How To Get Hired For A Remote Position

This year, 50% of employees will be working outside of the main office for at least 2.5 days per week. Remote positions are highly sought-after in today’s age of modern technology. And great news, companies are on the hunt for remote employees! However, because of the hands-off nature of working outside the office, they are selective about who they hire. Here are a few key steps you can take to sell yourself as a valuable asset and land the remote position of your dreams.

Set realistic expectations

Remote work is not for everyone. The most important thing to do before you embark on this type of job hunt is to assess whether it’s something you really want. Obviously, there are tons of perks to working remotely, but there are a few challenges as well. Consider that it can be quite lonely and isolated, there can be a struggle to divide home and work life, and you’re held accountable for day-to-day motivation and inspiration.

Look in the right places

The wrong way to find a remote job is to apply to any and every job you see in your field around the world. For the most part, if a company is open to hiring remotely, they will say so in the job title or description. There are some sites, such as remote.com, that list remote positions exclusively. Additionally, you can partner with a recruiter that will match you with a role that matches your specific skill sets and goals.

Understand what employers want

Companies won’t hire just anyone for a remote position. Oftentimes they are only open to hiring someone who has worked out of the office in some capacity. Even if you don’t have remote work on your resume, there are ways to show you would excel as a remote employee. Try asking your current employer for a trial period, working one day a week from home. Or, try adding a side-hustle that you can do in the evenings.

Additionally, here are a few of the traits that make an excellent remote worker:

  • Excellent communication
  • Outstanding organization and prioritization
  • Self-motivation
  • The ability to draw boundaries
  • Tech-savvy

Try incorporating these skills on your resume and describing them in detail during your interview.

There’s no doubt about it, remote jobs are out there. And in order to land one, it’s all in how you sell yourself. Can’t get enough job search and interview tips? Check out more JSG blogs for more job search tips!

How To Hire Remote Employees

How To Hire Remote Employees

Did you know that 50% of employees worldwide work outside of their main office for at least 2.5 days a week? And companies are reaping the benefits. 85% of business leaders have expressed that flexible working has made their business more productive, and 67% even think that flexibility can improve productivity by at least a fifth. If your team has yet to add remote workers, now is a great time to do it!

Expand your search

Hiring remote employees allows you to expand your net for finding talent significantly. Consider this when posting your job listing, and don’t limit it to only specific areas. Some of the most talented candidates may live in remote areas or even overseas. This is where partnering with a recruiting firm can come in handy, as we have connections with candidates worldwide.

Look for key skills

Any successful remote employee needs to excel at a few key skills. These include great communication, exceptional organization, and reliable accountability. To assess a candidate’s mastery in these three areas, be sure to ask lots of behavioral questions during the interview process. Additionally, remote employees MUST be tech-savvy. Without an in-person support team to troubleshoot, they will need to be comfortable with all sorts of different technology ranging from reporting software to video conferencing.

Be upfront about expectations

The stipulations around every single remote position are different. Throughout the hiring process, starting with the job listing, be clear about what you expect from remote employees. Explain how they will be evaluated, and how their position measures success. It’s essential that you follow through on these expectations throughout the hiring process, and as soon as your new employee is on board.

Consider hiring contract

If you’re still a little wary about hiring remote employees, consider starting with a contractor. You can always offer a contractor a permanent position down the road (contract-to-hire); often referred to as the “try before you buy” method.

Flexible working is the future. If your company is curious about how you can hire more remote employees, or simply need help discovering the talent you need; talk to one of our experienced recruiters today.

Work Flexibility, Remote Work, Hiring

How Work Flexibility Can Transform Your Hiring Process

Today’s competitive hiring environment has left many managers scratching their heads. You may find yourself asking, “how can we hire candidates with the necessary skills and experience to help achieve our growth goals?” Well, it’s not as simple of an answer as it used to be. When considering new opportunities, candidates are now weighing a multitude of factors — one of the main ones being work flexibility.

According to LinkedIn’s latest report of Global Talent Trends, work flexibility is quickly rising to the top of candidate requirements. And your competitors are getting on board! In fact, there has been a 78 percent increase in job posts on LinkedIn that mention work flexibility since 2016. Here are a few of the facts behind work flexibility and how it can completely transform your hiring process.

Attracts Candidates

51 percent of talent professionals state that work flexibility is one of the top features attracting candidates in today’s market. According to Anna Auerbach, Co-Founder and Co-CEO of Werk, “candidates are asking about flexibility in the interview process, and that was not happening a few years ago. If your answer is, ‘let me check with HR,’ you’ve already lost the candidate.” Be sure to mention your flexible work policies in job descriptions and throughout the interview process. That way, you can simultaneously attract candidates while setting expectations early and often.

Increased Diversity

We know how important diversity hiring is to our clients. Have you ever considered that work flexibility could be the solution you’re looking for? According to LinkedIn, women are 22 percent more likely than men to rank flexible work arrangements as a very important factor when considering a job. Sara Sutton, founder of the organization 1 Million for Work Flexibility, expands, explaining that it’s not just about working moms. “It’s people with disabilities, military spouses, people with health problems, caretakers, and people living in rural or economically disadvantaged areas. People need and want work flexibility for a lot of different reasons.”

Employee Retention

When you reward your employees with trust, they are much more likely to stick around. In fact, 54 percent of talent professionals cite encouraging retention as a major perk of flexible work. This can significantly assist in your recruiting efforts. When your current employees are happy, that shines through to prospective candidates! Not to mention, you’ll have less turnover, and thus, fewer spots to fill.

Keep in mind, work flexibility isn’t just about allowing employees to work remotely. A flexible work environment encompasses full-time remote employees, occasional remote working situations, the ability to shift working hours, and the freedom to briefly step away when needed. Try implementing one of these flexible solutions and watch how your hiring process transforms along with your working environment!