There are plenty of candidates seeking remote project management positions. So, how do you pick the right person for your team? Unlike filling a typical job opening, you won't be able to meet each candidate in person.
You probably don't have time to look through every CV that has come through, either. However, by reading this guide, you may find the best match in a very less amount of time.
A guide to selecting the ideal remote job manager
Define the skills that your ideal candidate must possess
Do you have precise, targeted keywords in your remote project manager job ad? It's pointless to move ahead with applicants who lack these qualities. Remote employees should highlight their exceptional abilities in the areas of communication, organizational time management, virtual collaboration, self-discipline, accountability, and motivation.
The ability to create schedules and budgets for projects to be completed is an essential remote project manager skill. An ideal remote manager should also be able to:
- Assign assignments to team members depending on their abilities.
- Keep an eye on things without micromanaging.
- Reduce the likelihood of disaster.
- Give and receive constructive comments.
- Encourage honesty.
The majority of these abilities are personal characteristics that cannot be taught on the job. Candidates should not only know how to use them but also flourish in them.
Use tests and quizzes
Use a pre-employment exam or evaluation to evaluate each candidate's abilities. Pre-employment skill testing, according to studies, saves time and money. It also leads to the recruitment of higher-performing personnel.
Create an entertaining series of multiple-choice or open-ended questions for applicants to complete in order to advance. At the same time, you'll learn about their skills and whether or not they fit into your company culture.
Adopt the best hiring practices
The first contact you have with a remote job application will start your evaluation process. While this is true when evaluating onsite prospects, while interviewing a remote applicant, paying attention to the following characteristics is even more crucial.
Take into account the following: when you contact or email them, how soon do they respond? Do they communicate in writing and over the phone clearly and effectively? You may also need to do the real interview through a video interview, and you should observe how well they use technology. Keep in mind that monitoring these actions will assist you in screening against the original set of qualities we discussed before.
Make the appropriate inquiries
Remember that a highly competent manager who thrives in an office setting may not always have the desire or drive to work hard and remain on schedule while working remotely. Clearly, you must utilize your interview questions to carefully analyze individuals who may not be a good fit for the job or the workplace.
When interviewing the candidate, you need to go a step farther than asking behavioral questions to assess skill levels in several areas important to the role. Return to your list of attributes and create interview questions that will help you and your team to assess them.