There are candidates for remote employment who will flourish in a remote environment, and then there are those who will struggle. Knowing what personality traits to look for in a potential remote candidate will make it so much easier to determine whether they are actually a cultural fit. In 2020, many will have experienced working from home and have the chance to understand if this model is right for them.
Generally speaking, there are four main personality types: driver, expressive, amiable and analytical, and we all have these traits to different degrees. The combination of these will determine whether a candidate is more or less suited to remote working. Learning about and using a system like the Myers Briggs, the Caliper Assessment, or the DiSC profiler can help you understand how personality types affect job performance.
Read on to see which personalities could work best for your company when attracting remote talent.
Personality traits for the win
It may seem obvious, but remote working really suits an organized individual. They are able to break down projects, prioritize tasks and get work done. Organizers are the backbone of your company as they know what needs to get done, when, where and how. Without the traditional office to support them, some people can find too many distractions when at home. An organizer will get on with things and hit all of their KPIs. Look for people who are task-oriented and can work to deadlines. Your team will thank you for finding this type of person.
Not what you’d typically expect in remote working environments but extroverts can be the saving grace of a remote team. Channel their energy and need for colleague connection into online collaboration, virtual meetings, team building, and social meets. An extrovert can also hit targets as they focus on getting things done so that they can meet about the next item. Extroverts are good for your remote team’s morale.
This is one personality that most people expect on the list. People who prefer to be by themselves can hunker down with their to-do list and crack on through it. Give them the autonomy they need to hit KPIs but make sure they have regular contact with the team. They are the powerhouses of a remote company but manage them to ensure they feel part of the team.
These employees make remote working easy. They are warm, friendly and trusting, and will work hard for the company as they have total belief in the business. Their approachable natures means that collaboration will be top notch as they look for solutions or work through projects with others.
The nature of remote working means that remote employees need to be comfortable with fluid and uncertain environments. Digital nomads move from country to country and are used to being self-starters. They’re also good planners and problem solvers, and can deal with challenges without too much stress. Remote working suits nomads and they thrive when given the opportunity to be autonomous.
Trust is a huge thing for remote workers. A manager or C-suite executive wants their employees to deliver excellent results, on time, and within budget.
An employee who is curious is someone who will dig and research and find solutions to those problems holding up a project. Curious team members will come to their managers with interesting things such as software, platforms, apps, techniques, and industry knowledge they have found. They could help the team grow. A great addition.
Best hiring practices
Getting the right person for a remote team is paramount. Working remotely is a challenge with the lack of structure in place to support colleagues. A virtual team places greater emphasis on communication, organization, and self-starting. Having a variety of personalities in the business means that strengths and weaknesses are covered by your employees.
When creating the job description, be detailed. List out exactly what the role entails so that candidates understand what is required from them. More sure you include the parts for remote team working such as organization, communication, and project management if needed.
Managing remote teams effectively
Working practices will need to be adapted for the people in the team, with some requiring more connection with colleagues than others. Organize water-cooler meetings, have daily stand-ups, and clearly designated roles. Employees who know what they need to do are much more productive and happy than those who don’t.
Meshing different personality types together will take time and ensure each employee feels supported. Check out our ebook to get all the juice on best hiring practices.