editione1.0.2Updated September 6, 2022
You’re reading an excerpt of The Holloway Guide to Remote Work, a book by Katie Wilde, Juan Pablo Buriticá, and over 50 other contributors. It is the most comprehensive resource on building, managing, and adapting to working with distributed teams. Purchase the book to support the author and the ad-free Holloway reading experience. You get instant digital access, 800 links and references, a library of tools for remote-friendly work, commentary and future updates, and a high-quality PDF download.
Along with all the key elements of a good job description, a remote role position announcement will need to include the following additional information:
Clarity around geography. As we’ve already seen, there is no single flavor of remote. You will want to make clear in the description whether the role is fully remote, whether there’s an office they can/will need to go to occasionally, and any other details (for example, “U.S. remote only” or “time zone agnostic”).
How remote works at your company. Strong remote job descriptions clarify the values and practices around distributed work. They make clear that skills like communication and collaboration are required. This is your chance both to sell applicants on the premise of the role and to make clear how you expect them to work with the rest of the team.
Specific keywords. People searching for remote jobs are more likely to find you if you include terms that applicants are likely to search for:
Work at home
Work from home
Work from anywhere
importantIn the title of the job post title, it’s best practice to list “Remote—(geographic region)” in the location field of the job posting. For example, where a non-remote job posting might advertise “QA Analyst, Atlanta GA,” the remote version would be “QA Analyst, Remote within the USA,” “QA Analyst, Remote within Eastern Standard Time,” or “QA Analyst, Remote (global).” The geographic region indicates where the employee would be located, not where an office location might be.
In the case where a role could be either in-office or remote, some companies have two separate listings. Many candidates who prefer in-office work won’t reply to a remote position, and of course, candidates who aren’t in that location won’t apply unless the remote option is obvious.
Having separate listings for the remote version of a position also allows you to tailor the job requirements to include the different skills that a remote position demands, and for you—the employer—to customize perks and benefits (for example, instead of “catered lunch,” perhaps you offer a lunch stipend).
“To remain productive, effective remote workers need to be able to give themselves structure without the crutch of a standard office environment.”—Greg Caplan, CEO, Remote Year*
The characteristics of people who will thrive as remote workers mirror the practices of successful remote teams that we laid out earlier (and we cover in more detail in Being a Successful Remote Worker). You’re looking for candidates that are: