Comment pouvez-vous sélectionner efficacement les compétences dans les rôles à distance et hybrides ?

Give clear tasks and follow up on the result, people like to be seen and appreciated specifically when they are not physically at the office, they would feel to be left behind, make them involved, give them feedback and evaluate their efficiency closely.

Here are key strategies to implement a robust remote skills screening process: Technical Assessments: Design technical assessments that simulate real-world scenarios relevant to remote or hybrid roles. This could involve problem-solving exercises, coding challenges, or virtual case studies, depending on the nature of the position. Digital Collaboration Tools Proficiency: Evaluate candidates' proficiency with digital collaboration tools commonly used in remote work environments. This may include video conferencing platforms, project management tools, and communication apps. Ask about specific tools they have used and their level of comfort with virtual collaboration.

Begin with clearly defining the technical and soft skills required fo the job. Incorporate skills assessments or tests as part of the screening process. Ask behavioral interview questions that assess a candidate's experience with remote or hybrid work. Consider using technical assessments or coding challenges for tech roles. Ask candidates about how they adapt to change, handle ambiguity, and stay productive in different work setups.

Defining the necessary skills will allow you to better recruit talent. It will also help to ensure your job description is clear in communicating these skills to the applicants. When it comes time to interview, you will want to ask for examples and use behavioral based interview questions.

Now with all AI enabled solutions, one can make and build an impressive resume and customise the same by putting all relevant keywords in the CV to get shortlisted. These resumes goes to the recruiter teams or talent portals which short list the relevant resume basis the keywords. Recruiters also go by the keywords and the attractiveness of the CVs, which often lead to auto rejection of many right candidate not getting selected in the 1st short listing phase. The screening methods should include a must written cover letter or Video or audio intro file along with online assessments. The further screening method should incorporate case studies, simulated test to demonstrate further knowledge and genuine expertise if it is a technical job.

Today, it's almost impossible to screen for skills without putting hours into work. Otherwise, you'll just miss out on so many great candidates who haven't clearly stated their skills in their LinkedIn profile or CV. But don't worry, here comes the plot twist. In the world of AI, nothing is the same as before. You can now use AI to screen skills for you.

Soft skills are play a pivotal role in assessing candidates fitment to a role, even so when it comes to roles performed remotely. Below is my pick of the top 4 skills - 1. Communication-ability to build their networks and effectively communicate in a virtual setup. 2. Time management-when work space and personal space interlock, there is a need to set boundaries; have a high level of self discipline to account for your time and results. 3. Adaptability - adept at using technology and knowing how to use it creatively in a virtual setup. Learning agility will also be key especially for new employees or when joining new projects / teams. 4. Autonomy - ability to self start and work with less supervision.

Here's how you can use AI to screen a profile. 1) Copy a LinkedIn profile, or export it as a pdf. 2) Go to chat GPT, paste the profile link, or upload the pdf. 3) Type in "Please screen this profile for skill X and give me a summary" This will look at descriptions, headlines, and summaries, beside the skills section. Sometimes it will also connect the skill to the experiences. Hope this was helpful!

Clear and frequent communication is hands down one of the most important factors when screening candidates for remote and hybrid roles. It helps set expectations, ensures alignment on responsibilities, and allows for a better understanding of each other's needs. As mentioned, it also helps build trust and a strong working relationship, which is particularly important in remote settings where face-to-face interactions may be limited. It’s important in talent acquisition to remember at all times that your relationships start from your first contact with a candidate & that screenings & interviews are two-way streets. You need to gain a candidate’s trust just as much as you need theirs.

To screen for skills in remote and hybrid roles, leverage virtual skill assessments tailored to the job's requirements. Implement scenario-based interviews that simulate remote work challenges, assessing problem-solving and decision-making abilities in a virtual environment. Inquire about candidates' past remote work experience during interviews to gauge their adaptability and effectiveness in remote settings. Additionally, consider using structured behavioral questions to understand how candidates approach collaboration, communication, and time management in a remote or hybrid work context.