While a job description for a fully remote job includes much of the same information as any job description, there are some remote-specific elements you should include. Here are some tips on writing a successful one for unlocking remote talent:
1. Make sure your job ad makes it clear that the role is remote
This might sound obvious, but you would be surprised how often employers obfuscate the remote nature of their open roles. When hiring for a remote position, make it clear that you are looking for people who can work remotely. Mention where you are hiring from and what time zone you expect people to work in. Use relevant keywords that describe the scope of the role and make it easy to find through search engines. If you have trouble setting the location as “remote”, use keywords that describe remote work: ‘remote job’, ‘work from home’, ‘telecommute’, or ‘home-based opportunity’.
2. Location
Remote work can be done from anywhere, but it does have limits. Many remote companies have location requirements for tax reasons or because of local employment laws. Some companies allow employees to work from home, but they must live close to the office for meetings or to be near the client base. Whatever the reason, specify where someone must live when they work remotely for you.
3. Meetings and hours:
A remote company may have mandatory meetings from time to time, and it is important that you include these in the job description. For example, you can state that “Must attend weekly department meetings at a specific time” or that “Required to attend company retreat twice a year.” Check out our blog on Five Tips to Help You Run Effective Hybrid Meetings once you have assembled your hybrid team.
Remote companies require employees to attend mandatory meetings from time to time. You can manage your schedule however you like—but there could be times when you’ll need to log on to a video call or join an in-person meeting with your team. To help make sure you don’t miss critical meetings, we suggest mentioning must-attend meetings in the job description.
4. Tools of the trade
Provide an overview of what technology you expect the new hires to have. This helps set the tone and expectations for remote workers. In addition to a computer and Internet access, some staff may need specific software programs. Employers should be clear about whether and to what extent the company will be providing these skills in order for the employee to successfully perform their duties.
5. Include the good and the bad
Potential deal breakers are as important to discuss in a job description as the perks and benefits. Diving into the “What’s In It For You?” is a great way to show that you understand what drives top talent and what keeps them moving forward in their careers.
While it’s tempting to only include the good parts about the job and leave out the less savory aspects, it is not a good idea to omit potential deal breakers. For example, if the position requires extensive overseas travel, spell that out upfront in the job description. It’s better to acknowledge this up front as opposed to waiting until it’s time to put out an offer and discover that your candidate is no longer interested because of this “key detail” you left out.
6. Culture, culture, culture:
Culture is the foundation for success in remote roles. You should detail what team culture and communication style are like, and describe the values of your company. This will help set expectations for both parties.
Include information about what you can offer, who this opportunity is best suited for, and why they’ll love working at your company. The job description is one of the first impressions a candidate gets of your company, and through it they decide if they want to apply or not. If you are looking to attract applicants from all over the world or from outside of your immediate country, it is even more important to use clear and concise language that is inclusive in tone.
Finally, make sure to choose a job board that is dedicated to remote roles. This not only allows you to target your candidate pool to those who are seeking remote roles, but it also allows you to build your employer brand in talent communities that are relevant for your company’s growth. Job search platforms for fully remote jobs, like Jobkast, help you leverage technology specifically designed to meet your remote recruitment needs while helping you expand your reach to relevant candidates.
