远程办公招聘_招聘远程人才时要寻找的5种技能

远程办公招聘

Remote work is a fast emerging segment of the labor market. How to embrace this shift as an employer - and find, recruit, and empower remote staff - is a question many companies and hiring managers are grappling with.

远程工作是劳动力市场中快速崛起的部分。 如何以雇主的身份接受这种转变，以及寻找，招募和赋予远程员工权力，这是许多公司和招聘经理正在努力解决的问题。

I have hired staff that works remotely. I have been hired to work remotely. In both situations I have learned lessons along the way. I want to share these lessons with you.

我已经雇用了远程工作的人员。 我被录用到远程工作。 在这两种情况下，我都学到了教训。 我想与您分享这些课程。

Perhaps you are tasked with attracting remote talent. Maybe you are the talent. In either case, remote work requires a deliberate recruiting framework as the types of skills that remote workers need to succeed are slightly different than those skills needed to thrive in a traditional workplace environment.

也许您的任务是吸引远程人才。 也许你是才华。 在这两种情况下，远程工作都需要精心设计的招聘框架，因为远程工作者成功所需的技能类型与在传统工作场所环境中蓬勃发展所需的技能略有不同。

First, some relevant context: I have over a decade of startup and large tech work experience and have worked from home in various capacities - as an individual contributor, company founder, and general manager.

首先，是一些相关的背景知识：我拥有超过十年的创业和大型技术工作经验，并且以个人身份在公司工作，无论是个人贡献者， 公司创始人还是总经理。

I have also conducted scores of remote interviews, extended offer letters to remote staff, and helped employees onboard who will work from their homes.

我还进行了数十次远程面试，向远程员工提供了录取通知，并帮助将在家工作的船上员工。

When hiring remote workers, I look for robust interpersonal and communication skills. Oftentimes remote work requires a person to demonstrate additional maturity and focus. They need to spend their time and the company’s resources well, with limited daily guidance. From my experience remote workers who excel have high intrinsic motivation and are self-starters.

雇用远程工作者时，我会寻找强大的人际交往和沟通技巧。 通常，远程工作需要一个人表现出额外的成熟度和专注力。 他们需要在有限的每日指导下花费时间和公司资源。 根据我的经验，出色的远程工作者具有很高的内在动力，并且能自我激励。

远程工作者应该具备的5种技能-以及如何找到它们 (5 skills remote workers should have - and how to find them)

The following framework can help you probe for behaviors that you may want your staff to possess and will enable you to more analytically recruit and evaluate talent.

以下框架可以帮助您探究您的员工可能希望拥有的行为，并使您能够更具分析性地招募和评估人才。

This framework is useful for candidates who want to prepare for remote job interviews or think holistically about skills to develop further when seeking remote work.

对于希望准备进行远程工作面试或从整体上考虑在寻求远程工作时进一步发展的技能的候选人，该框架非常有用。

High performing remote workers demonstrate a:

高效能的远程工作者演示了：

1. Bias towards action,
   偏向行动，
2. Strong emotional maturity,
   强烈的情感成熟度，
3. Track record of driving projects or objectives to successful conclusions,
   跟踪驱动项目或目标以取得成功结论的记录，
4. Communication cadence that prioritizes that the right things get done,
   交流节奏优先完成正确的事情，
5. Persuasive advocacy when working with internal and external stakeholders.
   与内部和外部利益相关者合作时具有说服力的倡导。

If you value these attributes here are questions you can ask to better understand a candidate’s skill set.

如果您重视这些属性，可以提出以下问题，以更好地了解候选人的技能。

如何确认对行动的偏见 (How to confirm a bias towards action)

Consider asking: explain a time when you have gone above and beyond expectations to solve a problem. How did you identify the problem? What was the outcome?

考虑问：解释您超出期望的时间来解决问题的时间。 您是如何发现问题的？ 结果是什么？

These answers can provide great insights into how deeply the candidate has thought about past problems and how they might solve issues that arise in the future.

这些答案可以为候选人对过去问题的思考深度以及他们如何解决未来出现的问题提供深刻的见解。

I value diversity in thought, experience, and background. The beauty of showing a bias towards action is that such a mindset can shine through in a large array of activities.

我重视思想，经验和背景的多样性。 表现出对行动的偏见的美妙之处在于，这种思维方式可以在各种各样的活动中大放异彩。

A bias towards action need not be demonstrated just by work examples, though it can be. I once interviewed a candidate who showed a bias towards action by taking care of her sibling when her parents were unable to do so. Another candidate showed a bias towards action by suggesting solutions to a client’s operational problem which helped secure a new contract.

尽管可以做到，但行动举止并不仅仅通过工作实例就可以证明。 我曾经采访过一位候选人，她的父母无法做到这一点时，她通过照顾她的兄弟姐妹表现出对行动的偏见。 另一位候选人通过建议解决客户运营问题的解决方案而表现出对行动的偏见，这有助于获得新合同。

如何确认解决歧义情况的能力 (How to confirm ability to resolve ambiguous situations)

At times working from home can be isolating and force staff to solve complex problems with limited managerial guidance.

有时，在家工作可能会与外界隔离，迫使员工在有限的管理指导下解决复杂的问题。

If you want staff that can escalate work appropriately and have the self-awareness to resolve high-ambiguity situations, consider asking: What’s something you’ve achieved that you’re most proud of and why? When were you last frustrated by work, and how did you handle it? What is one thing you would like to change about your current company or role? How has our interview process been so far?

如果您希望员工能够逐步升级并具有解决高歧义情况的自我意识，请考虑提出以下问题：您最骄傲的成就是什么？为什么？ 您上一次对工作感到沮丧是什么，如何处理？ 您要更改当前公司或职位的一件事是什么？ 到目前为止，我们的采访过程如何？

These questions probe for self-awareness. Being self-aware helps a person make informed decisions.

这些问题探讨自我意识。 自我意识有助于一个人做出明智的决定。

如何确认拥有项目所有权的能力 (How to confirm ability to take ownership of projects)

The social and technological foundation of collaboration has gotten incredibly good over the last decade as a result of new digital technologies and communication tools.

在过去的十年中，由于新的数字技术和通信工具的出现，合作的社会和技术基础变得非常好。

Yet remote work still necessitates that an individual drives projects or objectives to successful conclusions and takes full ownership of processes, tasks, and responsibilities.

然而，远程工作仍然需要个人推动项目或目标以成功完成结论，并完全拥有流程，任务和职责的所有权。

To probe for these skills, consider asking: When did you exceed your management’s expectations? What happened, and why? How have you demonstrated thought leadership or engaged in projects that added value to your clients or internal stakeholders?

要探索这些技能，请考虑询问：您何时超出了管理层的期望？ 发生了什么，为什么？ 您如何表现出思想上的领导才能或参与可为客户或内部利益相关者增加价值的项目？

如何确认优秀的沟通技巧 (How to confirm excellent communication skills)

Remote workers - more so than traditional office workers - need to communicate priorities that ensure the right things are getting done because informal conversations and water-cooler chats are less frequent.

远程工作者(比传统的办公室工作者更是如此)需要传达优先级，以确保完成正确的事情，因为非正式对话和饮水机聊天的频率较低。

Workers add value by understanding the cadence and frequency of written and verbal communication. As many Freecoders know, an engineer writes and submits code digitally. A reviewer simply needs to have access to the same Pull Request. So it is up to the remote worker to provide clarity and content since they are unable to showcase their whiteboard.

工人通过了解书面和口头交流的节奏和频率来增加价值。 许多Freecoder都知道，工程师以数字方式编写和提交代码。 审阅者仅需要访问相同的“拉取请求”。 因此，由于远程工作者无法展示白板，因此必须由远程工作者提供清晰度和内容。

Consider asking: What would your colleagues say is your strongest communication skill? How would you go about simplifying a complex issue in order to explain it to a client or colleague? How would you persuade someone to see things your way? Why?

考虑问：您的同事会说什么是您最强的沟通能力？ 您将如何简化一个复杂的问题以便向客户或同事解释？ 您如何说服某人以自己的方式看待事物？ 为什么？

如何确认建立关系的技巧 (How to confirm relationship building skills)

You will likely want your remote staff to advocate for and positively represent your team and business when working with internal and external stakeholders.

您可能希望远程员工在与内部和外部利益相关者合作时倡导并积极代表您的团队和业务。

I ask: share an experience in which you successfully advocated for a client to resolve a crisis? What would you have done differently in hindsight? Please share with me an example of how you helped coach or mentor someone. What improvements did you see in the person's knowledge or skills?

我想问：分享您成功倡导客户解决危机的经验吗？ 事后看来，您会做些什么？ 请与我分享一个示例，说明您如何帮助某人或指导某人。 您看到此人的知识或技能有哪些改善？

关于远程工作的最终想法 (Final thoughts on remote work)

Like other sustained market shifts (i.e. the personal computer revolution), remote work is going to define how many of us, our firms, and our colleagues will work.

像其他持续的市场变化(例如，个人计算机革命)一样，远程工作将定义我们，我们的公司和我们的同事中有多少人将工作。

Before hiring staff you need a pipeline of candidates. Before that, you need to know what skills prospective candidates must possess to thrive in your firm. Only you will know what you need from new hires. In general it’s a good idea to understand candidates and their business fit.

在雇用员工之前，您需要一个人才管道。 在此之前，您需要知道潜在候选人必须具备哪些技能才能在您的公司中蓬勃发展。 只有您会知道新员工的需求。 通常，了解候选人及其业务适合度是一个好主意。

Be open to candidates and answers that are diverse and varied – value can be demonstrated in many different ways.

对候选人和答案持开放态度 - 可以通过许多不同的方式来证明价值 。

If you use these questions as a guide and let yourself be open to new responses that demonstrate potential impact, you likely will acquire some very strong talent that will add value in the short and long term.

如果您将这些问题用作指导，并让自己对显示出潜在影响的新React持开放态度，则您可能会获得一些非常有才能的人才，这些人才将在短期和长期内增加价值。

Thanks for reading. I am following the key learnings outlined here to launch a Work From Home venture that makes working from home more enjoyable and productive for all: Work From Home Adviser. If you’re interested in connecting you can reach me there.

谢谢阅读。 我正在遵循此处概述的主要学习内容，以开展“在家工作”企业，这使所有人的在家工作都变得更加愉快和高效： “在家工作顾问” 。 如果您有兴趣连接，可以在那里与我联系。

翻译自: https://www.freecodecamp.org/news/5-skills-to-look-for-when-hiring-remote-talent/

远程办公招聘