Best Virtual Employees
Everything has just about moved on-line now, including the interviewing of new employees as well as the on-boarding of them. Most companies have had to change their strategies to accommodate people’s concerns for travel and for the office environment as well as the risk that other employees pose.
People’s extended families are now part of the risks involved, not just those to themselves. If you live with a high-risk individual or an elderly family member, these are real concerns that come into play in a post COVID-19 environment, so employers need to be aware.
Let’s face it, if you have to be in the office, most people would sooner be working from home (WFH). The percentage number of people WFH has increased dramatically since COVID-19 and typically the older the employee that you are, the more likely you are happy to WFH. Why? Generally, because you have an established social life and interest built over a longer period of time away from the office. The younger the employee, the more they look forward to the buzz of the office, meeting people the social aspects that an office adds for them as they may not have a lot going on that’s not office connected.
Best fit
So, in the hiring game, we have to be careful who we are looking to hire as the world is in flux and can change and change again. Our emphasis in hiring must be on the candidate’s appetite for the role itself not whether it is based at home or the office as that can change quickly and is not generally set in stone anymore, or ever was for many. Therefore, finding people with real passion for the role and company, those that show loyalty, professionalism and have the right skills and experience but probable more importantly, people who demonstrate the right behaviour, is far more important.
A lot of the roles I interview for (sales & leadership in start-ups) tend to be WFH roles and they always have been, often being the only in-country employee to start with in many cases. Therefore, who are the best virtual employees? Well people that demonstrate habits and behaviours such as being: –
- Self-starters
- Self-motivated
- Self-disciplined
- Self-sufficient
These are all the best virtual employees. People that are already moving onto the next task before they are asked, people that are driven, who do not need a carrot to do a good job. People that see the bigger picture, not just this role, task, or current job, generally people that can wear multiple hats, who are comfortable punching out of the box or even stood outside it.
People that can work almost anywhere, coffee lounge, on the go, office or WFH. People that can get things done or have already worked out who can do what they cannot (co-workers) and can easily enlist their help to deliver.
Technology
Many companies have had to throw away old process and find new strategies. but this is something I have been doing for a couple of decades. However, over the last seven years I have had the help of some amazing technology a ‘Private On-line Video Platform’. It allows candidates to engage in a secure environment, post elevator videos to introduce themselves, complete a behavioural assessment and standard Q&A. It allows me to prepare short-lists and benchmarking for clients, who can then engage from any location, in the office, WFH as well as share with others in the hiring process. They can then conduct a virtual interview with the people that they believe are the closest fit.
It keeps the whole process clean and secure; clients get involved once all the collateral is collected in one place along with the CV/Resume to better assess who they like. It saves a huge amount of time and hiring managers actually enjoy getting involved in the recruitment process again.
Conclusion
Best Virtual Employees: they are in fact simply the best fit employees whether virtually, WFH or in the office, it is and always has been based on skills, experience, but most importantly behavioural and emotional intelligence. If you hire on this basis you are more likely to gain the retention that you are looking for and need, no one wants to lose someone they do not want to lose.
About the Author
Howard Longstaff has over 25 years of experience delivering people within the talent acquisition arena.
He has worked extensively across the UK, Europe, USA, Canada as well as in South America, Australia, and New Zealand.
Over the last 20 years he has specialised in two fundamental areas, although he often covers a wider remit due to his thirst and understanding of technology. The first area which he has a real passion for, building ‘Sales Teams’, pulling together the very best ‘A Players’ and creating something very special for his clients.
To do that, he needs to have a clear understanding of what his client wants, so establishing clear communication with the client is paramount, understanding the nuances of what they are looking for and documenting this. Understanding the technology, the opportunity, and the growth potential all help to find the ‘right fit, first time’. He is one of the few head-hunters that is willing to guarantee his work, offering 12 months free replacement.
The second area he loves getting involved in, is the leadership team, the C-Suite, helping to get the balance right, cover the gaps in knowledge, skills and experience, working on the assumption that ‘No one is perfect but a team can be’?
Howard is someone who thinks outside the box, has an eye for detail, but is perceptive, looking beyond the surface of just skills and experience. He wants to know and understand the candidate behaviour as well as the emotional intelligence, the motives that drive the candidates he interviews. He is looking for the best fit for his client but also looking to ensure it is a fit for the candidate as well.
In the last 25 years he has also built his own companies and opened offices in New Zealand, Los Angeles, New York and most recently several companies in London. Specialising in technology companies, he has delivered permanent resources across practically every department. This has predominantly been for technology start-ups (Enterprise Software Co’s) but also for many leading management consulting and enterprise clients.
Howard is someone that uses technology to enhance the hiring process, to save time, money and effort and take the pain out of the process, but to find those ‘Exceptional People, who are so hard to find’. He operates a ‘Private Client Video Portal’ keeping everything together, the video, as well as psychrometric behavioural assessments on candidates and interviewing on an emotional intelligence level. He has repeatedly built teams across three continents, so has a good breadth of knowledge across the talent acquisition arena.