Marketing yourself as a remote employee

BARCELONA — As global development organizations shift to remote working during the COVID-19 pandemic, some are predicting a long-term change in thinking about the traditional office setup. Even before the pandemic, some employers were offering more flexibility for staff members to work from home and seeing the benefits of providing options for remote work. The current situation might finally prompt more organizations to consider hiring the right talent from anywhere in the world, said Craig Zelizer, CEO and founder of PCDN Global. This will open up opportunities for professionals but will likely also mean more competition for positions, he said. As an increasing number of job postings involve remote work — at least in the short-term — candidates lacking this type of experience will need to market their skills well and make themselves attractive as a remote employee. Here are the skills and qualities that will impress recruiters and help you succeed in your first remote role. Soft skills Substantial soft skills — important for landing any job — are even more critical when applying for remote roles where entire teams may be working from different time zones. Tushita Mukherjee is a South Africa-based consultant who works remotely on many projects taking place in her native India. She includes a paragraph in her cover letters that uses keywords to emphasize the soft skills — such as collaboration and communication — that are important for remote work. Balancing her commitments as a working mother with her professional goals also demonstrates an ability to multitask, Mukherjee said. Working in isolation and, where teams are not entirely remote, being excluded from the office discourse can be a challenge, Zelizer said. Candidates must therefore show that they have the soft skills to build strong relationships with colleagues from afar. “The No. 1 skill in the 21st century is the ability to learn things.” --— Craig Zelizer, CEO and founder, PCDN Global Employers are also looking for people who can work independently and deliver results on time. Self-discipline is critical for working remotely, said Rafa Achondo, CEO and co-founder of matteria, an organization that works on talent recruitment and management. Recruiters will want to see evidence that a candidate can manage their time effectively, while also organizing and prioritizing their workload, he said. Technological proficiency Remote work requires more careful planning of projects and coordination across teams. Many organizations use online tools — such as Trello, monday.com, or Basecamp — to facilitate this, and it is important to be conversant in the appropriate technology, Zelizer advised. Rather than simply saying you know how to use something, try to demonstrate proficiency in new technologies, he continued. If you have worked with social media, for example, illustrate how you can apply metrics and analytics to strategy and messaging. Experience with simple tools, such as Google Docs, can also help demonstrate a candidate’s ability to manage information and communicate both synchronously and asynchronously, Zelizer said. Being able to handle different technologies, especially those that are designed for collaborative working, is increasingly valuable, Achondo agreed. “You cannot close yourself to those kinds of technologies because they are really important for the modern way to work,” he said. Employers will want to see that candidates, particularly more seasoned professionals, are open to learning new tools. A global mindset Especially for remote roles where team members may be geographically dispersed, employers want candidates who can demonstrate a global mindset and an ability to work across different cultures, Achondo said. They will be looking at how a candidate has chosen to invest their time, he continued, so experience volunteering or traveling abroad is valued, as it shows an openness and adaptability to other cultures. Willingness to learn Candidates lacking remote work experience may be able to overcome this by demonstrating a willingness to learn. Employers favor candidates who are proactive in developing skills for the job market. “The No. 1 skill in the 21st century is the ability to learn things,” Zelizer said. For example, don’t just talk about your degree; mention what you are doing on a regular basis to upskill and stay relevant. Certifications and courses, including those offered online, can help candidates demonstrate a commitment to their professional development. You must then be able to talk about how you applied these lessons or skills and the impact this had on your work, Zelizer said. An entrepreneurial approach, where you can think through challenges and are always looking for ways to improve, is a highly marketable skill, Achondo agreed. Candidates need to show they can adjust to how different organizations operate — including the demands of remote working. Interview preparation A virtual interview, like any other, requires research and preparation in advance. It is also an opportunity for candidates to show they can handle the technological or logistical challenges that come with working from home. Be familiar with the technology you will be using in the interview and, if possible, test it beforehand, Zelizer advised. It can also be helpful to confirm with the employer what the backup option is, in case there are any connection issues. Find out in advance what the interview process will look like — for example, whether it includes a written competency test or a one-way recorded interview, which can be a more awkward format and requires some practice, Zelizer said. And don’t forget the basics: Make sure you have an appropriate background, good lighting, and high-quality headphones for the interview.