3. Teleworking

Goals

Teleworking

Telecommuting, also called remote working, telework, teleworking, working from home (WFH), mobile work, remote job, work from anywhere (WFA), and flexible workplace, is a work arrangement in which employees do not commute or travel (e.g. by bus, bicycle or car, etc.) to a central place of work, such as an office building, warehouse or store.

Telecommuting came to be in the 1970s to describe work-related substitutions of telecommunication and related information technologies for travel.

In the 1990s, telecommuting became the subject of pop culture attention. In 1995, the motto that "work is something you do, not something you travel to" was coined. Variations of this motto include "Work is something we DO, not a place that we GO" and "Work is what we do, not where we are"

Telecommuting has been adopted by a range of businesses, governments and not-for-profit organizations. Organizations may use telecommuting to reduce costs (telecommuting employees do not require an office or cubicle, a space which needs to be rented or purchased, and incurs additional costs such as lighting, climate control, etc.). Some organizations adopt telecommuting to improve workers' quality of life, as teleworking typically reduces commuting time and time stuck in traffic jams. Along with this, teleworking may make it easier for workers to balance their work responsibilities with their personal life and family roles (e.g., caring for children or elderly parents). Some organizations adopt teleworking for environmental reasons, as telework can reduce congestion and air pollution, with fewer cars on the roads.

Teleworkers in the 21st century often use mobile telecommunications technology such as a Wi-Fi-equipped laptop or tablet computers and smartphones to work from coffee shops; others may use a desktop computer and a landline phone at their home. According to a Reuters poll, approximately "one in five workers around the globe, particularly employees in the Middle East, Latin America and Asia, telecommute frequently and nearly 10 percent work from home every day." In the 2000s, annual leave or vacation in some organizations was seen as absence from the workplace rather than ceasing work, and some office employees used telework to continue to check work e-mails while on vacation.

The practice became much more mainstream during the COVID-19 pandemic, when millions of workers were forced to start telecommuting for the first time.

https://en.wikipedia.org/wiki/Telecommuting

Top tips

Recruiting Remotely

Video calls are no replacement for face-to-face meetings, but there are some basic principles you can follow to give both you and the interviewee a chance to shine.

Arrange a pre-screening call

Yes, a traditional phone call. Remember those? Ok, so this is pretty standard practice pandemic or not, but a quick 15-minute interview over the phone is still a useful way to decide if the candidate should progress to a full video interview.

Explain the process in detail

Once you’ve narrowed down your shortlist and booked in the interviews, make sure you explain clearly that the interview will be over the internet via a video call. Also check that they have the equipment to make a video call. Most people will, but it’s better to ask first.

Tell them to find an appropriate space for the interview

It may seem equally obvious, but make sure you advise them to find a quiet space and optionally use a headset. No one wants poor sound quality.

Create a video

If your line of work puts an onus on presentation skills, you could ask the candidate to create a short 60-second video about themselves, such as their previous roles, skills and personal details.

Mediation

Remote job advertising

Read this remote job advertisement, take a pen and a piece of paper, and summarize it in a Whatsapp message of between 70 and 80 words for a friend who you think is suitable for the post.

Recruitment Consultant

Adecco Retail

Dublin, Ireland.

Type of post

Recruiter

Location

Dublin, Ireland.

Job Description

Recruiter
*9-month duration
*Location: Remote working to start
*Pay Rate: DOE
*Interview Process: 3 x 30minute TA EMEA ops team
*Languages: Roles available for both English speakers and Bilingual individuals
*Mon- Fri 8.30-5.30

This is your chance to make history. We are looking to hire a talented and committed Recruiter for our EU Operations Recruiting team, to play a critical role in managing the company's growth and additional hiring requirements.

CORE RESPONSIBILITIES:

Partner with hiring teams to build effective sourcing, assessment, and closing approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment.
Must be able to understand how to recruit passive candidates and possess the mentality to "profile people and gauge chemistry of candidates for fit and understand their motivation" rather than sell a role.
Build and maintain network of potential candidates through pro-active market research and on-going relationship management; conduct in-depth interviews of potential candidates, demonstrating ability to anticipate hiring manager preferences through high offer-to-interview ratios.
Recommend ideas and strategies related to recruitment of talent that will contribute to the long-range growth of the company, implementing any new processes and fine-tuning current processes for recruiting that fits within company's mission to deliver the highest quality results to the customer.
Articulate in writing a plan with deliverables, timelines and a formal tracking process.
Interview candidates within the framework of the position specification and Amazon's Leadership Principles. Possess strong ability to screen, interview and prepare a candidate slate within an appropriate and consistent timeline.
Participate in special projects/recruiting initiatives, including assessment of best practices in interviewing techniques, leveraging of internal sources of talent and identification of top performers for senior-level openings.

REQUIRED SKILLS:

Strong client focus and commitment to continuous improvement; ability to proactively network and establish effective working relationships, must pursue conscious cost-containment efforts in recruiting, continually seek new sourcing options, and develop creative approaches to delivering candidates to the customer.
Strong communication skills, organizational and negotiation skills, with a keen focus on delivering business results.
Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.
Strong consulting skills and demonstrated ability to work in a team environment, as a team leader and member.
Possess strong analytic skills with ability to create, measure, and scale the right workflow between candidates, hiring managers, and the recruiting team.
Experience recruiting for mid-senior level talent. - Bachelor's degree or equivalent post-secondary degree

PREFERRED SKILLS:

Corporate and/or search firm progressive recruiting experience including sourcing and full life cycle recruiting
Experience building and driving talent sourcing initiatives
Fluent language skills in other European Languages are highly valued.

Adecco Ireland is acting as an Employment Business in relation to this vacancy.

Adapted from monster.es/trabajo