The future of work is remote, and there is no doubt about that. According to research done by Go-gulf, 55% of hiring managers agree that remote work among full-time employees is more common. They also expect 38% of their full-time workers will be working remotely in the next decade. For a distributed company, it's comforting to know there are a lot of people looking for remote opportunities out there. This also means that the job market is competitive and that you need to do your best to attract the right talent to match your company wholeheartedly. This article will help you create a great job posting and attract just the right people.
Who are you looking for?
Don't shy away from giving an exact description of the person you are looking for. Job seekers often go through dozens of postings a day, so you want to be as memorable as possible and make them say "Yes, that's me!" when reading it.
Remote work is different than traditional work, so you should list the necessary requirements to match it. The applicant should be the person who is a self-starter and who can manage their own time. They won't always have you around so they need to manage their own work and focus on the output.
Laurel Farrer, a distributed operations specialist, highlights the importance of soft skills in a remote setting:
"People are hiring for soft skills way more than they were traditionally, because of the culture match. A set of developed soft skills is so powerful because it compensates for so much, non-verbal communication, for example."
This holistic approach will not only help an applicant understand the position, but it will be beneficial to you, too. Use it for initial candidate screening in the hiring process.
Tell candidates what they can expect
Now that you set your expectations towards the applicant make sure you set ones for yourself. Those will help the applicant understand the scope of work and potential activities they will perform.
If you are a bootstrapped startup, make sure to say so. Not everyone will want to jump between roles and pick up challenging tasks easily, and that's ok. You want to be transparent and honest because, in the end, you are looking for a person to match your vision and contribute in the right way.
An excellent way to list the scope of the work responsibilities is to do an overview over time. Toptal has a good example in their postings. They list the expected outcomes over the course of a year, broken down into months.