Jeannie Eun Su Lee, University of Newcastle and Betina Szkudlarek, University of Sydney Australia is in the grip of a labour shortage, as pandemic border closures stem the flow of workers from other countries. At the same time, Australia has an untapped talent pool of workers: refugees who have settled here and are urgently looking…
Looking for a TA career change but not too sure how to get there? Our ‘So you wanna be a…‘ series of articles takes a look at some of the more niche TA roles and digs deep into the who, how, and why behind them. Our resident editor Jody Smith will chat with some of…
We all have them. Those hard conversations you know you need to have. The ones that make your stomach drop and your mouth go dry at the very thought of them. There’s often no way to avoid these conversations, particularly for recruiters who are required to deliver sensitive news and feedback on a regular basis.…
Ever meet someone who you think is really cool, and then wish you could secretly look through all their things, wear their clothes and snoop around their house? SAME! So to scratch my ‘peeping tom’ itch I decided to ask some Talent Acquisition people to tell me all about their lockdown lives, and share some…
Looking for a TA career change but not too sure how to get there? Our ‘So you wanna be a…‘ series of articles takes a look at some of the more niche TA roles and digs deep into the who, how, and why behind them. Our resident editor Jody Smith will chat with some of…
Note from The Editor Wheeeeeee it’s the week of ATC’s 10 Days of Talent! Well … by the time this newsletter reaches your inbox it will be halfway through the 3rd day of our main talent conference. If you missed out on tickets to the 3 day event, but want to come along to other…
Imagine this … you’re reading an article about some fancy recruitment tech stack and how it’s made the lives easier for Joe Blogs and his funky tech recruitment team at <insert fun, cool company name here> and you’re thinking … “That’s so cool, I wish I could relate but I don’t because my workplace is…
I have been part of the TA community in one shape or another for over 20 years. I avidly follow the comings and goings of the leadership in the Australian Internal TA market, as I’m sure do most of us in the industry. Recently, there have been a number of significant TA Manager roles being…
Bias has been a part of human existence since the first amoebas crawled out of the ooze, and it will never fully go away. Within modern business functions, everything is subject to some degree of bias, but recruiting might be the area where it is the greatest concern – two people evaluating each other (because,…
Working from home, remote working, flexible working arrangements – these are key people strategies many businesses are looking into right now as we learn to live with Covid19. But not everyone is cut out to be a remote worker and there are certain qualities that enable a person to be successful in the remote environment.…
Working from home, remote working, flexible working arrangements – these are key people strategies many businesses are looking into right now as we learn to live with Covid19.
But not everyone is cut out to be a remote worker and there are certain qualities that enable a person to be successful in the remote environment. We spoke to some of your peers to find out what characteristics they look for when hiring remote employees.
What do you think? Use the comment section to share your thoughts!
The one attribute I value most is the ability to be a self-starter. You want to know that your future remote employee can continue to motivate themselves. The days where a boss was looking over your every move or holding your hand and telling you what is required and how… are gone!
The clear signs of meeting a self-starter at interview is their ability to demonstrate past behaviours of:
Being resilient – it would demonstrate how focused and productive they will be. Being resilient models positive behaviour. It demonstrates their ability to manage the pressure and work effectively.
They will need to be comfortable with the challenges of remote working and despite the issues that can occur, they will work together with their manager and teams to resolve them for the good of the team, dept and the organisation as a whole.
Self-motivation – for us this is key, regardless of whether the person is office based, remote, or a combination of the two! We assess self-motivation, along with optimism, ownership and creative problem solving right through the recruitment process – from screening, psychometric assessments and also through the interview.
But the onus is not all on the employee, the business and its leaders need to clearly set expectations, create a collaborative environment and utilise the right technology to achieve these. Covid-19 has been a great lesson for everyone in remote working and we are excited to be on a company-wide journey to figure out what our new way of working looks like now and in the future.
If I was to identify an attribute I look forward today, I would say AGILITY. The nature of work is evolving, changing, and it won’t return to the days of a pre-COVID world. Future Talent will need to be highly flexible, self-driven (and self-managed) with a comfortable risk appetite.
We all need to feel empowered to make decisions every day, and work in a test and learn environment – it is the only way we can move forward. Companies that are heavily focussed on process or bureaucracy will not survive. Likewise Talent that present very process driven or require a highly structured working environment perhaps won’t be prepared for the changing landscape of a modern workplace that seems to be evolving day by day.
I think remote candidates would definitely need to be well organised and great communicators.
Working within remote teams already comes with its own challenges but constant communication/touch points definitely help make the inter-team relationships that much smoother. Being able to share with your teams, and even creating those virtual relationships early on, is all dependent on how great their channels of communication are.
It makes for a smoother transition, and sets the foundation for strong remote working teams.
Make sure your remote candidates have the right motivators. Are they motivated by the company’s purpose, do their values align, do they have a personal interest/passion in what they’re applying for, or is just the benefits? Motivation is an enabler for good communication, collaboration, building trust, and provides you with the drive to work independently.
If a candidate has the right motivation for a role, they are more likely to have the self-discipline to get the work done regardless of their location. When working remotely candidates won’t always have their manager or team around to provide support and it can be harder to build relationships, the individual needs to be proactive in their approach and have the want to succeed.
If you are an internal Talent Acquisition executive for a corporate organisation, we would love to have you at our exclusive Future of Talent 2020 event series. Click to learn more and register your interest today.
