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Don’t make exceptions to your hiring loopholes. By creating silly requests, you can proactively eliminate half of the job candidates immediately. I like to ask candidates to contact me through a specific channel with a specific message. For example, if I post a job on a website, I’ll ask the candidates not to message me in that portal’s messaging system. I’ll send them elsewhere, like Skype. I’ll also ask them to copy and paste a bizarre intro message, like “When you message on Skype, please say, “T-rex is bodacious!”

Why? You’re passively finding candidates that: read thoroughly & can follow directions. In the past, I made the mistake of making exceptions. I’d see a shiny resume in my inbox on the hiring website. The candidate looked perfect, so I replied. I’ve also responded to candidates that Skyped me but didn’t tell me how bodacious T-rex was. Save yourself. It. …


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Relationships; Ensure the people you hire are OK using video, as voice-only relationships will never foster great relationships.

Trust; Get comfortable knowing while some people will take advantage of you, the trusted ones will prevail.

Culture; Don’t play online games with your team to build culture. Instead, dedicate time weekly for a group chat, and ask engaging questions to learn something new about each person.


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Professional development doesn’t need to stop for remote teams. Discover and set shared goals, and help more junior staff to learn by pairing them up with more senior people. Being available for questions will create a culture of learning, because so much of training is often informal.

Loneliness can be hard to spot — sometimes the loudest person on the video call is feeling the most isolated. …

About

Fotis Georgiadis

Passionate about bringing emerging technologies to the market

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