The problem:
- Attracting high calibre candidates is a very difficult business. The ‘job’ is magnified when you are not in possession of a stella brand name; that said it’s still not easy even when you’re Apple!
- Is the location of your business precluding you from recruiting high calibre individuals?
Two of the many key reasons why you ensure that your business is aligned with an experienced, knowledgeable and successful Recruiter.
The adoption of a remote working model can solve these conundrums. However, a remote working model isn’t something that you can just ‘throw’ together.
How to build a successful remote team:
- Set clear goals and expectations – everyone understands the mission regardless of their location. Clear direction = employees focused on results.
- Purposeful communication – meaningful messaging over endless notifications. When communication is focused = teams stay aligned.
- Flexibility – ditch a rigid 9-5, let employees work when they are at their best. When flexibility is valued = productivity skyrockets.
- Focus on trust not oversight – results driven; employees aren’t children. When employees feel trusted = they bring their best.
Before you adopt:
This not a one size fits all solution; the success of a remote working model depends very much on the culture of your business. Using Charles Handy’s definition of the four types of organisational culture, the remote model works well for an Athena (culture) – “the culture of task, where the focus is on specific tasks and projects. The culture is characterised by flexibility, adaptability and a culture of empowerment” [The Gods of Management].
Your recruitment methodology; when recruiting for a remote team, while technical skills are important (they are not essential as technical skills can be taught), the focus should be on recruiting individuals with the right values. All interviewers should be acutely aware of the organisation’s values, however I would create an appropriate values matrix to ensure alignment on this throughout the recruitment process. This would also enable the capture accurate feedback, information which can be rolled into the first appraisal for any successful candidates.
Outcome:
- Freedom sparks engagement, engaged teams are high performing [Spotify].
The solution:
- Remote working is now. It will give you the ability to attract (and retain) candidates which were previously out of your reach.
Do you agree that having a high performing remote team isn’t an option in today’s world, it’s fundamental to the success of a business?