Remote work has exploded in popularity the past couple years. In June 2022, McKinsey & Company reported on a survey of 25,000 Americans that found:
- 58% of Americans have the opportunity to work from home at least one day a week.
- 35% of respondents have the option to work from home full-time.
Most survey respondents prefer working from home, as 87% of those who have the chance to work flexibly take it.
But there are still significant numbers of professionals who don’t enjoy working from home, or don’t want to do so full-time. In March 2022, a Myers-Briggs Co. survey of 400+ professionals found 74% of self-described introverts want at least a hybrid work arrangement. Less than one-fourth wanted fully remote setups.
Gen Z is another group that hasn’t fully embraced remote work. In June 2022, “Fortune” reported recent studies have shown Gen Z doesn’t prioritize remote work. Professionals in this category prefer in-person training and onboarding.
When your gaming company is hiring for fully remote roles, you want to ensure those you hire will embrace the remote work setup so that you can retain and engage those workers. You also want to make sure the remote workers you hire, including those who want to work remotely, do great work for you.
Here are some signs a candidate genuinely wants to take on a remote role and work in an online environment for your company. Look for these characteristics to help you hire better-quality remote workers.
1. They State Their Remote Work Comfort/Desire on Their Resume and/or LinkedIn Profile
Pay attention to a candidate’s summary statement on their resume and LinkedIn profile. Scan for words like “remote,” “online” or “hybrid” work environment.
Some candidates will explicitly state that they prefer to work in remote work environments on profiles like these. You can add these keywords to an applicant tracking system scanner, or search for them yourself as you’re reading resumes.
2. They’ve Previously Worked in Remote Roles
Also, look for remote experience in past roles. If the candidate has highlighted this type of work environment on a resume or LinkedIn profile, they’re willing to show employers they have the experience and capabilities needed to work remotely again.
When you interview candidates who have remote experience, ask the candidate if they enjoyed working remotely. Listen carefully to find clues about the candidate’s comfort level and how their previous remote work experience affected their performance and engagement.
3. They’re Familiar with Remote Work Tools
Remote workers typically rely on technology like video conferencing, chat and online project management tools to stay on task and meet deadlines. Even if a candidate has never worked remotely, if they’re comfortable with technology like Zoom, Microsoft Teams, Workfront and the like, they may be able to successfully transition to a remote environment.
Look for the technical skills a candidate lists on their resume and LinkedIn profiles. If these skills are lacking but you’re interested in the candidate, look for qualities that indicate the candidate enjoys learning and is willing to train and develop their skills.
4. Their Qualities Benefit Remote Work Environments
Success in remote work environments relies on both technical skills and transferable skills. As you evaluate candidates for remote gaming roles, look for qualities like:
- Written and verbal communication skills: remote workers must communicate in a variety of ways, including email, video conferences, online updates and chat
- Time management: since there’s less over-the-shoulder management in a remote role, remote workers must hold themselves accountable to work efficiently and submit work on time
- Collaboration: even in a remote work environment, collaboration matters because it helps teams work successfully
You can ask candidates to provide you with examples of when they used skills like those above in a work setting. Evaluate whether their examples can apply or translate to a remote work environment, as well.
5. They Express Interest in Working Remotely When You Talk to Them
As you’re screening candidates, ask them outright about their comfort with working in a remote environment. Ask them questions like:
- Tell me what your “day-in-a-life” looks like and your daily routines while working remote?
- What is your home office like?
- How would you describe previous remote work environments and roles you worked in?
- What were or would be your favorite and least favorite parts about working remotely? How would you deal with challenges that come up?
- How would you ensure strong communication with colleagues in a remote work environment?
- How do you keep yourself accountable to be efficient and stay on task when working remotely?
- How comfortable are you training on new remote working tools?
If a candidate expresses genuine interest and enthusiasm about the potential to work remotely, that’s meaningful, regardless of how much actual remote work experience they have. Search for answers to the why behind a candidate’s desire to work in a remote role. Consider the candidate if their reasons align with your company’s objectives and values.
Make Your Remote Worker Hiring Process Remote, Too
Another way to see a remote worker’s capabilities in action is to adapt your hiring processes for remote workers to a remote environment. For example, you can conduct interviews over video conferencing. You can make the application process more reliant on technology.
Also, explicitly highlight all the remote-focused qualities of the role. Make sure to clearly state the job is remote in the description. List all the remote-friendly skills you’re looking for.
You might also require a cover letter in which you ask candidates to explain their remote working capabilities and why they’re interested in working in a remote role for your company. Emphasize the remote part of the role during every part of the hiring process, to weed out candidates who might not be the best fit for the role.