Ensure a Culture Fit with Remote Workers

As technology and remote capabilities continue to increase, many companies are moving towards more flexible work arrangements. Across industries, companies have realized it is to their benefit to allow, and even encourage, remote working setups. Happy employees are productive employees. Additionally, research supports remote setups as a productive (and highly profitable) way of conducting business.

The question being presented to companies now is how do you search, interview, and hire new employees when you are in one spot and they feasibly could be anywhere? More importantly, how do you ensure they will be a good fit in your company culture?

MercuryHub Remote Work Culture

Here are our top tips and questions to ask for creating a culture fit for remote workers:

1. Have an Accurate Job Description

Write a detailed job description that actively promotes the remote work culture you’re seeking to create. Explain how the company operates, what a remote position with you looks like, and how you would like the new hire to fit in with the team. Let applicants know specific expectations you may have (i.e. how your team will communicate, are there any time zone requirements or a specific schedule to keep, will you require a certain equipment or connectivity, will there be occasional in-person meetups, etc.)

2. Conduct a Skills Test

Once you’ve read through applications and determined which applicants you want to move on to the next step with, you can conduct a skills test. This test evaluates skills and knowledge of potential candidates and also can include soft skills questions to help determine a team culture fit.

Soft skills questions are imperative to determine the applicant’s personality and character, especially to fit in a remote worker culture. It takes a certain discipline to be able to work remotely. For example, does the applicant have previous remote work experience? Or are they looking to “try it out” for the first time? Can they give examples in other areas of their life where they show discipline (i.e. they train for and run a marathon every year)?

3. Ask the Right Interview Questions

After the skills test, you should have a good pool of applicants ready to interview. More than likely you will be conducting video interviews, and there are certain things you should be sure to ask and look for to help narrow down who you could potentially hire.

Similar to some of the questions you may have used in the soft skills test, you want to seek to understand how well suited the candidate is to work remotely. Directly ask the person, how do you most effectively work while remote? An ideal candidate will have a well thought out, compelling answer versus a random, aloof answer.

Ask about their remote work set up. Will they have a dedicated office space? What does their workday look like? These questions should expose how much remote work experience the person has and how much effort they’ve put into creating an environment that works best for them. Which in turn, could be a good fit for you.

4. Consider Hiring a Staffing Solutions Provider

In our fast-paced, everchanging world, there are always new things to keep up with and consider. Case in point, is the number of people looking to work remotely. Figuring out the best way to hire and staff your company for a remote world may not be your strong point, nor do you want to focus your business energy on it. Trust the team at MercuryHub to provide the ideal project-based or long-term roles fit for you. Our talent pool is deep and is full of experienced, hard-working, and knowledgeable individuals.

We are a resource solutions provider in the Los Angeles and Dallas areas focused on providing high-quality resources who fit seamlessly into your corporate culture and teams, whether fully remote, hybrid, or on-site. We will work with you to help create a team of workers ready to move your business forward. Contact us today to learn how we can help you!

To learn more about how to hire for culture fit remotely, check out our full guide.

Ensuring a Culture Fit with Remote Employees

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