It’s a coronavirus hangover and sadly while unemployment numbers climb in some sectors, a hiring boom is taking place in others. Research is showing that the growth is not just for frontline workers in healthcare, online shopping and delivery services but will include software developers and statisticians.
Sadly those unemployed are often desperate for work and will be applying for jobs despite not having the correct skills. Sometimes the skills may not be sufficient but they do not have the right behavioural traits to perform the functions required. Many companies are now looking at the ability of an individual to perform remotely.
iFacts recently conducted a survey on remote working during the Covid-19 lockdown in South Africa and the results speak for themselves.
Whilst the respondents were happy to share their feelings and experiences; what has been apparent is that some employees just simply do not have what it takes to work remotely.
With this in mind iFacts engaged with Dr Louis Fick of Integ and together they have brought a remote worker assessment tool to the market. This tool will determine the ability of an individual to work remotely or adapt to the home-based work environment.
It has been shown that there are common denominators of who can/should be considered for a home-based work situation. Indicators differentiate effectively between candidates who most probably would operate successfully from home and those not.
These indicators can be categorized into three general groups, ranging from having a more ‘hard’/tangible, to a more ‘soft’/human psychological touch:
Tangible & Physical Factors – ‘Hard’ Factors
- Type of Job – e.g., the possibility of performing the particular job from home.
- Home Facilities – e.g., size and layout of house.
- People Occupation of the house – e.g., number and size of occupancy.
- The candidate’s position in the family/house-hold.
- Technology available – e.g., hardware and security facilities.
- Area, surroundings, accessibility and safety of house.
- Distance from ‘Office’.
Developing Factors – Evolving CV-Based Factors
- ‘Teething Period’.
- Formal Academic Qualifications.
- Functional, Co-ordinational and/or Managerial need for position to be ‘at office’.
Psychological Factors – Soft/Human Factors (Type and Make-up of human/candidate)
- Personality Disposition.
- Work Ethic.
- Entrepreneurial Slant.
The tool is extremely effective and in keeping with staying on top of the employee screening game to make sure your employees are operating at the optimum level for both them and the company.