Your remote team needs a candidate who can slot right in and hit the ground running, delivering great work from the start. You can gather a lot of information from a remote candidate’s resume when you are looking for tech talent. Start by designing a job and providing an accurate job description to ensure you get the best possible applicants. 

From how they lay out their resume to their skills, there is plenty to garner from a resume’s content. 

 

Remote work experience

Well, this one is obvious. But why? We’re not saying that a person who never worked remotely wouldn’t be a good fit. We’re talking about probability is all. And we’re not talking about candidates who have amassed remote work experience during the pandemic. When discussing this feature of a candidate’s career, if you want someone with remote experience, look for someone who had it prior to the pandemic. Obviously, the more experience they have as a remote worker, the better accustomed they are to the ways of working. 

Moreover, a history of remote employment usually indicates that the person is a self-starter. They have the aptitude to:

  • get the job done independently

  • organize and manage their time efficiently

  • respect deadlines

  • communicate well in a distributed team

Time with a company

The length of time in previous companies is important to consider as it shows commitment, stability, and focus. It might also say something about the level of impact that the candidate has been able to provide in previous roles. This could be either in the sense of promotions or that they have been able to take part in building a product from scratch and been responsible for the growth and scalability of that product for years. 

Candidates who stay in a company for several years are also able to embed more into the company culture and you can expect candidates to bring useful experience when it comes to how a company’s culture and team organization changes over time. 

There has been a big uptick in job hopping in recent years. A Bullhorn survey found that 39% of recruiters believe that the single biggest obstacle for an unemployed candidate in regaining employment is having a history of job hopping or leaving a company before they have been at a company for a year. 

But job hopping isn’t necessarily a bad thing for a business. There are lots of potential reasons for someone to job hop such as developing their skill set and knowledge, seeking fulfilment, and testing out different companies before settling. Not to mention toxic work environments or something as simple as moving, starting a family, or any other lifestyle change. People who move jobs regularly are often curious, seeking out new opportunities for companies that you might not have discovered yourself. If you’re a canny hiring manager then you can actually use this to your advantage.

Detail-oriented?

The resume will reveal whether the person is detail-oriented through their spelling and layout. If the resume doesn’t read well or has mistakes, then you know that the person hasn’t taken the time to ensure the quality of their work. What would their output at work look like?

Communication skills

Solid communication skills are important in any job, but their importance in a remote setting cannot be overstated. Basic indications of good communication skills is resume/CV readability. Contents should be written clearly, presented in a format that’s easy to read and understand, and should have some flow to it. This signals the fact that they can effectively and efficiently communicate their ideas across the board. Remote teams have challenges that in-office sites often organically don’t, and communication is at the heart of many of them. 

Problem-solving skills and autonomy

Being able to effectively address problems isn’t a remote-endemic skill. However, being able to solve problems with autonomy is definitely a skill that is sharpened with remote working experience. There is a higher probability that remote workers have experience handling problems or technical challenges independently than people who are used to having a co-located team around them at all times. If a candidate does not have previous experience working remotely, do your best to figure out whether they possess this combination of skills. A future remote worker should be resourceful and independent to the degree of not having to refer upwards in the system every single time, while simultaneously understanding the need for collaboration with a colleague or manager when such need is warranted. 

Read their resume carefully to find evidence of this skillset, such as details of the projects they have worked on and the results they have generated in previous roles.  

Technical skills 

One of the hard things when evaluating a candidate's resume is judging the actual level of their technical skills. While we trust candidates will list their actual skills properly, the evaluation of those technical skills will likely be fairly subjective. This is not to imply dishonesty, but simply to clarify that the depth and specific application of a given skill set may not be so readily identifiable. 

This is something that we at Nixa.io have decided to do something about. We pre-qualify all our candidates via a 2-part assessment. 

The first part deals with their technical skills in a problem-solving context, and the second features a screening call which allows us to explore their experience further, as well as assess remote experience and communication skills. This way we enable those searching for fully remote, long-term opportunities to verify their skills and get offers directly, while saving employers significant amounts of time and money spent on recruitment. Nixa has also fine-tuned this process to allow for hiring within just 2 weeks. Not to mention that we have years of experience in recruitment and know exactly what needs to be assessed and confirmed in a successful candidate. 

This means that when you’re reviewing candidates from Nixa.io, you are able to access all of the core information about the candidate and their experience, in addition to a test report verifying their technical skills. Notes from the screening call are also included in the candidates profiles and made easily available to employers who fit their preferences and skillset. 

Since we’ve done most of the job in advance and qualified the candidates on your behalf, you are able to move straight to interviews with highly relevant and qualified candidates. This process ensures candidates are happy, too, since they are presented with customized, relevant offers. This will not just save you loads of time but also ensure better hiring decisions in the end. 

 

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