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junio 5, 2024
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junio 5, 2024
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In conversations with our clients, our main challenge often isn't convincing them to hire our services, but rather helping them understand the myriad benefits of breaking the 20 km hiring radius and recruiting talent from around the world.
Imagine being able to hire the ideal candidate with the necessary skills and competencies, and who fits perfectly with your work culture. How many opportunities are we missing if we limit our search radius to 20 km?
In this article, we will focus on explaining the fundamental pillars to create remote teams successfully. Often, failures in establishing remote teams end with leaders stating, "Our team can't work remotely."
First, it’s important to understand that the strategy for implementing and managing remote teams starts with having leaders who have remote experience or think "out of the box" to embrace this type of "new wave." Seeking help from companies or professionals experienced in creating remote teams, like Remote and Talent, is crucial. However, you should also have basic knowledge to pivot to remote work successfully and benefit from the numerous advantages this opportunity offers.
In a previous post, "Analysis on the Effect of Remote Work on Productivity: Does it Improve or Decline?", we analyzed how productivity can increase with remote work. But beyond definitive statements and articles supporting this work system, the first point a leader must consider to embark on remote work is the mindset:
The Remote Mindset is more than just a Notion handbook; it's a lifestyle, a way of viewing work within family and social balance, a new chain of values based on well-being, self-responsibility, motivation, communication, transparency, and teamwork rather than subordination, and personal and professional growth aligned with the organization's culture and mission.
There’s little written about this in textbooks, so we recommend reading handbooks from companies like Gitlab or Remote, and researching articles from companies like Zapier, ClientScout, or Remote and Talent.
The Remote Tech Stack refers to the set of software tools needed to implement your remote team methodology. Just as factories needed machines a hundred years ago, today’s teams need cloud-based software to operate efficiently.
A remote stack should include tools for communication, document management, time management, meetings, etc. Any leader must have digital knowledge or professionals with this background to lead an efficient remote strategy through their tech stack.
The OKR (Objectives and Key Results) methodology has helped companies like Google and Netflix transform the planet, not through their original ideas but through their execution.
The OKR methodology is a system for building measurable and achievable objectives that align with the company’s vision. It involves setting rules that transform into company-wide objectives measured through key results. Each team member has their own OKRs, aligned with the company's mission and established through SMART goals (Specific, Measurable, Achievable, Realistic, Time-bound).
The onboarding process is crucial for transitioning a team from in-person to remote, as well as introducing new talent to your company. A remote onboarding strategy should be clear and professional, based on the following pillars:
A global team operates across different time zones, meaning that during your work hours, colleagues may not be available to help solve common problems or provide information.
Flexible hours do not imply working fewer hours or overworking; they mean working the necessary hours in the most optimal way for the company and especially for the employee. This approach ensures more productive, efficient, and effective work hours.
Additionally, this shift introduces the concept of asynchronous work. Communication through Slack, reporting, and meeting recordings can help teams work asynchronously. At Remote and Talent, we have taken asynchrony to another level, implementing it with clients and talent by using interview recording tools and technical test platforms, allowing talent worldwide to participate in the interview process without our team being online.
In a remote model, rewarding should replace punishment. Self-responsibility requires courage to share achieved results and seek tools for continuous improvement, compensating and acknowledging successes.
Dynamic practices allowing team members to share their achievements and adjust goals based on their difficulty are important. The OKR methodology must be supported by an easy-to-use and understandable framework for the entire team.
Recognizing achievements is synonymous with happiness, which, in turn, retains top talent. A good recognition program ensures high talent retention rates.
Facilitating channels that promote communication not only about work but also to strengthen interpersonal relationships is necessary for fostering communication within your team. Daily asynchronous or synchronous meetings are important for remote work environments, providing visual connection and a sense of companionship. Daily meetings keep the team updated, while weekly meetings review the week’s progress.
These are some of the main pillars for successfully creating remote teams. However, returning to the starting point, remote work is a mindset requiring continuous research and improvement. Adapting to new challenges and connecting with the best talent requires significant resource investment, viewed by future-changing companies as a necessity rather than a novelty.
If you need assistance in this challenge, at Remote and Talent, we are dedicated to creating remote teams. We will help make the path easier and overcome unforeseen obstacles along the way.
Have you ever wondered why finding the perfect candidate is like searching for a unicorn in a forest full of cats? it is a whole world of Scouting out there, Talking with my colleagues, we decided to call them "Narnia Elves," just like in C.S. Lewis's books. Even in the worst moments of the process, you can find candidates within the wardrobe (or on the tenth page of LinkedIn). The diversity of talent is like a buffet, and choosing the right one can be quite a challenge.
In this article, we will focus on describing the common challenges of this journey, the day-to-day life of a recruiter, and the ace up the sleeve to achieve objectives.
In this article, we will focus on describing the common challenges of this journey, the day-to-day life of a recruiter, and the ace up the sleeve to achieve objectives.
Imagine a buffet full of delicious dishes, where the customer is the client, and the recruiter is the waiter on duty. Each resume is like a tempting dish, and just as you approach the table, the customer asks, "What do you recommend?" This is when the waiter forgets the entire menu, but the trick is to know how to recommend the most succulent options. Recruitment platforms act as expert chefs, but profiles and resumes are the best recommendations, allowing us to savor incredible options, no matter their location in the job jungle.
Deciphering a candidate's skills is like trying to understand the language of emojis. It's not always easy. Specialized tests and interviews are our decoding tools, ensuring that each candidate speaks the same language. Artificial intelligence and technical tests are our translators, making the process more fun and understandable.
The tech world is like a constantly evolving space race. Staying up-to-date is crucial. But don't worry! Continuous training programs are our racetracks to keep us from falling behind. Artificial intelligence and machine learning are our turbo wings, propelling us to incredible speeds to ensure we don't get left on the moon.
Competition in the job market is like a superhero battle for the last slice of pizza. How do we stand out from the crowd? That's where our employer branding strategy comes in. Showing what makes our company unique is like launching our own comic book, standing out in the vast job universe. Branding is our superhero cape, and our recruitment tactics are our superpowers.
Alert! Long selection process detected. We've all been in that movie. But remember, slowness can turn good talent into elusive unicorns. Simplifying our processes with agile recruitment platforms is our version of fast and furious races. Agility becomes our supersonic ship to recruit before others have the chance to say, "Prepare for takeoff!"
With the rise of remote work, navigating cyberspace is like learning to dance salsa in space. Virtual interviews and online assessments are our cosmic dance steps to explore this new digital territory and select the best dancers for our team. Here, recruitment platforms become our cosmic salsa teachers, giving us the rhythm to explore this new digital universe.
Organizational culture is like the song of our culture. How do we know if a candidate will be in tune? Cultural interviews and clear communication of our values are our sheet music. They help us understand if someone will dance to the rhythm of our unique music. Transparency is our loudspeaker, ensuring that only those who love our melody thrive on our stage.
So, are you ready to join the recruitment party and find the unicorns in your forest full of cats? Let's discover and attract the best talent with our skills and innovative strategies! 🎉🚀
It is an undeniable fact that over the past few decades, rural areas have experienced depopulation as their inhabitants migrate in search of new opportunities.
New generations are compelled to leave their hometowns in search of better jobs and status, leaving many areas affected by this depopulation and resulting in many towns or isolated areas being abandoned.
Many rural towns in Spain have attempted to address this issue by offering employment and housing to attract people back, as these areas do not suffer from the severe housing problems found in urban centers, as noted in Jubilación.
However, in this space, we advocate for a significant solution to depopulation: telework. The ability to work online from anywhere has revolutionized the way we work and has opened doors for people living in towns where there are fewer opportunities (especially in the technology sector), preventing migration to large cities.
It allows us to continue living surrounded by friends and family, offering a more affordable lifestyle and a higher quality of life. And let's be honest, who wouldn't want to work in a place where you can breathe fresh air, enjoy tranquility, and be close to nature and a tighter-knit community?
This trend has gained much more importance in recent years (especially following the CORONAVIRUS pandemic), driven by technology and the need for flexibility in the workforce. Here are some of the numerous advantages telework offers if you reside in rural areas:
For all these reasons and more, we can advocate for telework due to the benefits it provides and the opportunities it offers to people living outside urban centers.
In conclusion, the expansion of teleworking represents a significant transformation in how employment relates to the geographical distribution of the population, potentially leading to substantial changes in migration patterns both nationally and internationally for non-manual workers.
It is essential to stay attentive in the coming months and years to government regulations related to telework, the stance of unions, the development of private and public investments in improving internet connectivity, new applications facilitating remote work, and how these factors will affect territorial occupation.
In the dynamic world of remote work, evaluating candidates' soft skills has become more crucial than ever. Remote and Talent, a leading talent management consultancy, shares key strategies and recommendations for companies seeking to build cohesive and effective teams, even from a distance.
The shift towards remote work environments has highlighted the need to assess soft skills such as effective communication, empathy, and adaptability beyond face-to-face interactions. Remote and Talent emphasizes that these skills are essential for success in virtual teams, where collaboration and autonomy are fundamental.
Soft Skills: A Pillar of Professional Success
Research from the Stanford Research Institute International supports the idea that 75% of long-term job success relies on soft skills. In an increasingly digital world, these skills are crucial for work efficiency, problem-solving, and building strong professional relationships.
Remote Evaluation: Innovative Strategies
Remote and Talent underscores the importance of adapting evaluation methods to remote settings. They suggest using specific psychological tests designed to assess skills like delegation, stress management, and authoritative leadership, tailored to the virtual environment.
Recommendations for Remote Evaluation:
Impact of Soft Skills on Remote Selection Processes
Remote and Talent emphasizes that soft skills are more central than ever in selection processes. They urge companies to consider not only candidates' technical experience but also their ability to adapt and contribute effectively to remote teams.
Continuous Improvement of Remote Evaluation Processes
Here are some valuable tips for continuous improvement:
In the dynamic landscape of remote work, effectively evaluating soft skills emerges as the cornerstone of building strong teams. Adaptability, communication, and empathy are essential, and their remote measurement requires innovative strategies.
Remote and Talent urges us to go beyond conventional metrics and embrace new approaches. By adopting evaluation practices beyond the traditional, companies can identify candidates who are not only technically competent but also bring vitality and collaboration to remote teams. The remote evaluation of soft skills is not just a process; it is the key to unlocking resilient and highly efficient virtual teams. Join us on this exciting journey towards transformative personnel selection! 🚀💼
In today's digital landscape, social media has become an essential tool for discovering the talent your company needs. How? At Remote and Talent, we'll take you on an exciting journey through the recruitment process and reveal the transformative impact of platforms like LinkedIn, Facebook, and Twitter.
Navigating the Web: From 1.0 to 2.0
In the 90s, the web was static and one-directional. But suddenly, in 2004, web 2.0 arrived, opening doors to interaction, sharing, and connection. The result? Social networks, forums, chats, and blogs that revolutionized how we interact.
Recruitment 2.0: The Evolution of Hiring!
Imagine a hiring process that goes beyond printed resumes. Recruitment 2.0 or Social Recruiting is the answer. Utilizing social networks, corporate websites, and job portals, this dynamic approach seeks talent, communicates, informs, and retains.
"In today's connected world, traditional strategies are no longer enough. Companies need to build their social media presence, creating a strategy that effectively attracts talent."
Corporate Websites: More Than Just a Glance
Corporate websites have evolved from simple showcases to talent magnets. With sections like "Join Us," companies invite candidates to take the first step. The trick? An attractive and up-to-date website that highlights the brand.
Your Path to Professional Success on a Job Portal
Job portals, whether giants like Infojobs or specialized ones like Remote and Talent, are your allies. With detailed offers and registered candidates, they simplify the selection process.
Social Media is Where Talent Shines
Facebook, Instagram, Twitter, LinkedIn: all play a role! In a world where 73% of job seekers find jobs through social networks, can you afford not to be present?
LinkedIn: The Crown Jewel
With over 645 million users, LinkedIn is the crown jewel. Build your professional brand, seek opportunities, and connect with the best. Here, your resume comes to life!
The Future is Social
Social media are not just tools but powerful allies! They drive branding strategies, inbound recruitment, and, along with platforms like Remote and Talent, are transforming talent management.
In summary, Recruitment 2.0 is like an exciting roller coaster. Is your company ready for the ride? Jump on board and discover the limitless potential of social media in your quest for the perfect talent! 🚀💼
Unleash the Recruitment Revolution: Innovative Strategies on Social Media!
In the vibrant landscape of modern recruitment, social media stands as the most powerful tool for discovering and attracting exceptional talent. Join Remote and Talent on an exciting journey to optimize your hiring process, where LinkedIn, Facebook, Twitter, and Instagram become strategic allies. Here are some highlights to consider!
Discover the Hidden Potential of Social Media:
In an interconnected digital world, social media offers fertile ground to explore skills and personalities beyond the confines of a resume. From LinkedIn, the cradle of professional profiles, to Facebook and Instagram, where authenticity shines, these platforms become catalysts for finding the perfect candidate.
The Transformative Power of Social Media in Hiring:
Imagine a selection process that goes beyond cold data. Social media allows for a deep dive into the candidate's world, revealing not only their technical skills but also their personality and values. This approach not only attracts but also retains talent effectively.
Building Your Presence on Social Media:
Modern companies seek not just employees but community builders. Corporate profiles on LinkedIn and Facebook transform into portals offering a complete view of organizational culture, attracting professionals who align with the company's vision and values.
LinkedIn: More Than a Profile, a Gateway to Unlimited Opportunities:
With millions of connected professionals, LinkedIn stands out as a space where professional opportunities constantly flow. From cultivating your personal brand to exploring high-quality job offers, this platform is essential in the search for ideal talent.
The Authenticity of Facebook and Instagram:
Don't underestimate the power of authenticity. Facebook and Instagram are not just platforms for sharing personal moments but also for showing the human side of your company. Creative posts, authentic stories, and genuine connections shape candidates' perceptions of your brand.
Twitter: Brief Messages, Immense Opportunities:
In 280 characters, a new professional chapter can begin. Twitter, with its fast pace, is the ideal space to share company news, notable achievements, and, of course, job opportunities.
Strategic Advantages of Adopting a Social Approach in Hiring:
In the digital social fabric, every connection counts. Are you ready to unleash the full potential of social media in your search for the perfect talent? Embark with us on this exciting journey towards transformative talent acquisition! 🚀💼
The shifting work attitudes of Generation Z towards traditional employment reveal a significant change. This generation's unique perspective challenges the conventional beliefs held by previous generations, raising the question: Is this an evolution or disenchantment with the labor market?
The resonance of viral videos among Generation Z reflects a significant shift in their perception of traditional work. This phenomenon has become more evident during the pandemic, acting as a catalyst and redefining the core values of this generation. Generation Z presents a unique perspective that challenges the meritocratic beliefs passed down by their parents and grandparents.
The rejection of work as the central axis of life is a key principle that has emerged and accelerated during the pandemic. A critique of the salaried work system began to surface, highlighting perceived abuses and drawing attention to the lack of reflection by previous generations on quality of life.
Statistics support this change in attitude. According to a Randstad report, 58% of young people aged 18 to 24 would be willing to leave their job if it does not guarantee quality of life. Moreover, the number of employed individuals aged 20 to 24 who wish to work fewer hours has seen a notable increase. This disenchantment with conventional work could be interpreted as a break from the identity that work provided to previous generations.
Generation Z has also abandoned the idea that the company is an integral part of their lives. With increased job mobility and more limited career opportunities, long-term commitment to a company has become less common. Young people seek a balance between work and personal life, moving away from the extreme dedication to the company that characterized previous generations. This generation no longer considers work as the central element of their lives.
The search for a purpose beyond mere financial survival has also influenced Generation Z's perception of work. This demographic tends to prioritize contributing to society and making a positive impact on the world, opting for jobs that align with their values and allow them to address social and environmental issues.
The idea of a balanced life has displaced the "work until you drop" mentality that characterized previous generations. Generation Z values free time, mental well-being, and meaningful connections with others. Technology, which has been both a blessing and a curse in this regard, facilitates global connection but can also contribute to digital burnout.
Currently, there is a significant shift in the perception of work, particularly among millennials, according to recent research. Sociologist Mariano Urraco, who delved into the work environments of this generation for his doctoral thesis, notes that the difficulty in developing affection for work arises when effort does not translate into substantial improvements. This phenomenon is particularly evident when the reward is precariousness and biographical challenges, leading to disenchantment with the traditional work logic centered on fulfillment through work.
The anti-work discourse, rooted in the generation born in the 1990s, is based on the disconnect between promises and daily reality. The decrease in wages for workers aged 26 to 35 since 2007 has contributed to increasing frustration. This sociologist suggests that the rise of this discourse may be a psychological response to the perception that effort does not produce the desired results.
From a human resources perspective, Guido Stein, professor of People Management at IESE, highlights the frustration of managers with the attitude of young people towards work. However, he also acknowledges that some companies have contributed to this dissatisfaction due to questionable practices.
The economic analysis provided by José Ignacio Conde Ruiz, professor at the Complutense University of Madrid, focuses on economic rationality. He argues that working less can be considered a rational decision when wages are low and basic needs, such as housing, are difficult to meet. Conde Ruiz emphasizes that anti-work sentiment may be a reaction to unfulfilled promises and a lack of upward mobility opportunities.
Sociologically, disenchantment with work may be more pronounced in the middle class, which has witnessed upward social mobility in previous generations. Some experts suggest that the current labor system does not offer sufficient rewards to justify continuous effort.
The final question that arises is whether anti-work sentiment is a lasting paradigm shift in a post-work society or an adaptation to a challenging reality. The answer to this question may depend on whether the future labor market offers more economic and professional development opportunities, thus raising the possibility of a transformation in the perception and value of work in contemporary society.
At first glance, without understanding the realm of remote work or telecommuting, it’s natural to question whether the productivity of remote workers matches that of in-office employees. Reflecting on this, I recall a conversation with a well-known entrepreneur who said, "This telecommuting thing hasn’t worked for us; as the term suggests, it’s 'Tele' first and 'Work' second." I still smile at those words…
Fortunately, the pandemic gave the world a shake-up, and those of us who had been working remotely for over 15 years stopped being the internet geeks and became known as digital nomads. Companies like Shopify, Facebook, and Apple reconfigured their teams to work remotely, with thousands of employees suddenly working from home, leading to a surge in Zoom’s stock value.
Remote work is here to stay, but managers and decision-makers still have the same concern they did on day one: How does remote work affect productivity?
Spoiler alert: The key to this post isn’t the conclusion but understanding why remote work can indeed be more productive than in-office work. Of course, it can.
Not to be a wet blanket, but there are two conditions that can ruin your plan to switch your team from in-office to remote. First, not all jobs can be done remotely. Second, remote work culture requires resources and a methodology dependent on the same people questioning if remote teams can be as productive as in-office teams.
To address these concerns, we analyzed some companies and leaders who have thrived in the remote environment, deconstructing productivity to understand the levers that drive team and organizational productivity. Let’s dive in.
According to Wikipedia, productivity is the ratio between the amount of output produced by a productive system and the resources used to obtain that output. It can also be defined as the relationship between results and the time taken to achieve them: the less time it takes to achieve the desired result, the more productive the system is. In essence, productivity is an efficiency indicator that relates the amount of resources used to the amount of output produced.
To simplify it into a formula: Productivity = Output / Work Hours, Output is often represented as money, indicating the value added by the work hours.
Since the Industrial Revolution, the factors of production have been: Land, Labor, Capital, Technology, and Enterprise.
While much has changed since then, in sectors that can apply remote work, the factors remain the same: Labor, Capital, Technology, and Enterprise. These are the main pillars affecting productivity. Let’s detail each one, as the terminology is quite outdated and requires some clarification:
Considering the deconstruction of productivity and returning to the decision-maker still wondering if remote work can be more productive than in-office work, it’s time to bring out the whiteboard and reformulate:
Productivity = (People + Capital + Technology + Organization) / Work Hours
And ask: Did you know that only 7% of workers want to work in the office full-time? That 32% yearn to work from home full-time?
Having the right talent is crucial for elevating productivity. Adequate capital is needed to reward employees appropriately. Additionally, an organization must be well-equipped to manage team decentralization effectively. A staggering 47% of people asked have stated that their productivity has improved with remote work.
It seems that if the talent is in the right position, well-compensated, equipped with the necessary technology, and supported by an optimal organization, their proactivity is unquestionable. Statistics suggest that this should be in a remote or at least hybrid organization.
The well-being of people is reflected in productivity. As Darren Murph, Head of Remote at Gitlab, said: "The future of work is actually the future of living."
Daan Van Rossum, CEO of FlexOS, presents an excellent article featuring 55 remote work leaders. I wanted to share some quotes to inspire you to read his piece.
“Let’s Redefine ‘Productivity’ for the Hybrid Era”
by Jaime Teevan (Microsoft)
In this article, Jaime discusses productivity as more than just a method guided by simple productivity measures, focusing on long-term factors that lead to sustainable innovation. He concludes that managers must expand their thinking about productivity to focus on well-being, social connections, collaboration, and innovation among individuals contributing to the business.
Amina, CEO of Radius, a platform for booking ad-hoc office space "right in your neighborhood," reminds us that "remote isn’t just working from home." She recently wrote an interesting post on how isolating remote work can be and how to adapt your workspace for well-being: a café, a park, or a colleague’s home.
Another leader to consider, not always from the IT world, is Ryan Anderson, Vice-President of Global Research and Insights at the reputable furniture company MillerKnoll. He and his team lead research on "how the places we inhabit can be better designed to support healthy, inclusive, and productive communities." For more insights, listen to the MillerKnoll podcast "Looking Forward: Conversations about the future of work."
I wouldn’t want to finish without mentioning the genius work of Adam Nathan, CEO of Almanac: Modern Work Method.
The Modern Work Method, derived from over 5,000 interviews with top business professionals, is a new philosophy on delivering business value quickly, designed for remote and distributed teams. It advocates for structured, transparent, and async-first collaboration over informal, real-time, office-first approaches transplanted to remote contexts.
We could write 100 more pages on this topic, but at this point, if you’re interested, you’ll be eager to explore further. Here’s the link to the report: Top 55 Remote Work Thought Leaders. As a bonus, check out this similar article from LinkedIn: Top Voices in Remote Work: The 10 Creators to Follow.
Lastly, I leave you with a fascinating interview with the founders of Deel, a SaaS revolutionizing global hiring. Don’t miss Alex’s pitch at minute 11: The Fastest Growing SaaS Startup in History | Deel.
In this second part of the post, we shed our scientist hats and put on our internet surfer hats. Without further conclusions, statistics, or charts, we open the door to remote work, the future of work. We hope to meet you along the way.
Zonal Scheduling: A scheduling strategy that takes into account different time zones to maximize the efficiency of geographically distributed teams.
Zero Trust Security: A security model that assumes no entity inside or outside the corporate network is trustworthy, important for protecting data in remote environments.
Zoom Fatigue: Fatigue associated with excessive use of video conferencing platforms, common in remote work environments.
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