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If you want to hire great staff, the first step is to write effective job descriptions. When hiring for remote roles, you’ll need to tailor your remote job description to attract the best remote talent.
That means your job description for remote work positions needs to be captivating, optimized for SEO, and written with inclusive language.
In contrast with location-based jobs, your remote work job description (JD) should also outline:
- your company’s remote work policy
- virtual office culture
- any specific remote work requirements
These may include specific time zone requirements, attendance of any occasional in-person meetings or events, any travel requirements, and whether the position offers flexible work hours or not.
You may also want to include information about compensation and any remote work perks (and benefits). This can include things like wellness app subscriptions, gym memberships, professional development opportunities, or remote work stipends.
What is Remote Work?
Remote work means doing your job away from a traditional office setting. So, instead of commuting to a central office, you have the flexibility to work from various locations, like your home office or a local coffee shop. This way, the whole world becomes your workspace.
Breaking Down Remote Work Dynamics:
In a remote setting, team members are not physically present in the same location. Instead, they collaborate through virtual means, using technology to bridge the gap. So, remote teams come together online, breaking free from the constraints of a specific central office.
Differentiating Remote Work from Traditional Offices:
The traditional office model often involves a commute, specific business hours, and on-site job descriptions. Remote work, on the other hand, embraces flexibility. So, you have the option to work during hours that suit you best, and your job can be tailored to fit your unique skills and preferences.
Key Aspects of Remote Work to Guide Your Remote Job Description:
Location Independence:
Remote work allows you to choose your workspace. So, whether it’s a cozy home office or the hum of a local coffee shop, you’re not bound to a specific physical location.
Flexible Working Arrangements:
One of the best things about remote work is the flexibility it offers. You might have a permanent remote position, work in a hybrid role splitting time between home and the office, or enjoy flexible business hours.
Global Collaboration:
With remote teams, you’re not limited to working with people in the same city or country. Therefore, teams can span different time zones and even different countries, bringing diverse perspectives together.
Why Remote Work Matters:
The rise of remote work isn’t just a trend; it’s a response to the changing needs of the modern workforce. It provides a solution for common issues like long commutes, the desire for a better work-life balance, and the need for a more personalized approach to work.
Navigating Remote Work Successfully:
For both employers and potential candidates, understanding the nuances of remote work is crucial. Thus, a job description tailored for remote positions, incorporating best practices and emphasizing company culture, is an important step in building a strong remote workforce.
How do you optimize your remote job description?
Here are 7 tips on creating the perfect remote job description to attract top remote talent.
Note: These tips can also help you create your own remote job description template.
1. Use a searchable (and unique) job title that stands out
If you want to attract top remote workers, you’ll need to make sure your job description:
- stands out
- is easy to read
- clearly lists responsibilities and working conditions
This includes using job titles that are unique but accurate. For example, instead of an obscure (and biased) title like “Rockstar People’s Person,” it’s better to use descriptive and unbiased terms like “HR Specialist.”
It’s also essential to make sure the job title and body of the JD use words that are easy to find online when candidates search for specific terms.
Also, consider what terms or keywords they’ll likely search for when looking for a remote role and include some. For example, consider keyword phrases like “work from home,” “virtual,” “hybrid,” “digital nomad,” or “work from anywhere.”
2. Create a readable, inclusive remote job description
To create better job descriptions for remote roles, make them readable AND inclusive. Here’s how to do it.
Ensure you avoid gender bias and racial bias in your job descriptions. Bias often happens unconsciously, which can alienate and put off prospective talent. Instead, use neutral language that is more inclusive and doesn’t exclude anyone based on race, gender, age, disability, etc. This will broaden your pool of potential applicants.
Also, your job descriptions should use short sentences, avoid jargon and abbreviations, and use plain language to make them easier to read.
And keep the tone positive. Try to use an active, friendly tone that uses the first person or second person (e.g., “we” or “you”) instead of third person (e.g., “it”) to make your content more personable and relatable.
Once you’re done with a draft, check the format of your text, your spelling/grammar, and use a font in line with your brand guidelines.
And finally, keep the JD short – ideally between 300 and 750 words. Software like Ongig automates this entire process to save you time.
3. Give an overview of your company’s culture, mission, and values
Even if your company is fully remote, it will still have a remote work culture prospective employees will be interested in knowing more about. An overview of your work culture helps people see how they could fit into your company and your working methods.
It’s also good to go beyond just describing what your company does. Including an overview of your mission and values is great too. If you’re a company doing outsourced link building, share more than just the technical details of the business, and let candidates know what company traditions and routines you have. This allows candidates to assess whether those resonate with them and if they would feel comfortable (and passionate) about working for your company.
Also, give a brief intro into your organizational structure, the team they would be part of, and your working style, so applicants know what to expect.
You can use visual aids, photos, or even videos of the team to make it interactive and engaging. Or you can add a “Meet Your Manager” section like PayScale does for their Senior Implementation Manager role:
“Meet Your Manager:
Dawn Dugan is one of the original members of the Payfactors team, joining the organization during its start-up phase in December of 2013. Over the last seven years she has worn many hats and managed multiple teams in the support and services area. Prior to entering the compensation technology field, Dawn was a compensation-focused content marketer and published author who specialized in helping comp professionals write books and other content that positioned them as experts in their field. Her core tenets as a manager are fostering autonomy, and promoting an environment of mutual learning, support, and respect.”
(source: PayScale Careers)
4. Describe your remote work policy and expectations
Most companies that hire remote staff will have a remote work policy. So, you may want to reference and link to it in your job descriptions to show applicants what to expect.
Here are 3 relevant things to point out for remote roles:
- if there’s a time zone they are expected to work from
- whether or not they’ll need to attend any in-person events or meetings
- if you offer flexible work hours
You may also want to include whether you provide a work-from-home stipend. Plus, let them know if they’re expected to have their own laptops, software, office furniture, etc.
5. Detail your remote work compensation, perks, and benefits
Candidates care about salary (or at least salary range). That’s why it’s a good idea to include this information and an overview of any benefits or perks you’re offering.
There are a range of perks that specifically appeal to remote workers like:
- flexible work hours
- access to remote training or education
- wellness benefits
- stipends to cover some of the costs of having a remote workstation
Most brands just mention “remote work benefits” in their remote job description. But you can also list specific perks to increase your chances for more applies.
6. Describe the remote role and its responsibilities
It’s good to be clear about what the position will involve, along with specific duties and how performance will be measured. You can do this by describing the perfect candidate in your JDs.
Be specific about:
- required skills
- preferred skills
- time commitment
- travel requirements
- if extended working hours are required
- time zone requirements
- if there are often tight deadlines
- & any other important details
And, very importantly…if you plan to have remote workers return to the office in the future, that could be a deal-breaker. So it’s critical to include that info in your remote job description.
7. Explain the remote hiring and on-boarding process
Be clear about your hiring process and what applicants can expect. For example, if you want them to submit a video presentation in the second round of interviews, then say that in your JDs. And if you have an on-boarding process, provide some general details about what to expect from this process.
This helps candidates manage expectations and avoid surprises. It also helps streamline the hiring process to save both you and potential hires time.
Free sample remote job description template
We Work Remotely (WWR) has a great starting point for a remote job description template if you’re creating remote roles from scratch.
Here’s a snapshot, but you can copy/paste it from their website:
Why Do You Need Good Remote Job Descriptions?
When it comes to job opportunities, creating a solid remote job description is like planting a flag that says, “We’re the place to be!” But why is it so crucial? Let’s dive into the reasons why investing time in writing an ideal remote job description is a game-changer.
1. Attracting Top Talent in a Virtual World
The competition for top talent is fierce. Therefore, a good job description is is what will ensure that you keep attracting top talent. So, when your job post stands out with clarity and enthusiasm, it pulls in the best and brightest.
2. Setting Expectations for Remote Work
Remote employees need a roadmap for success, whether they’re working from a home office or a bustling coffee shop. So, a clear job description sets the stage, providing details on work hours, location requirements, and any specific time zones relevant to the role.
3. Nurturing Company Culture in a Virtual Setting
In a traditional office, company culture thrives through face-to-face interactions and shared spaces. However, in the world of remote teams, your culture is conveyed through words. So, use your job description to showcase your unique culture, encouraging team members who will be a good fit for your virtual environment.
4. Filtering Out the Noise in the Application Process
Ever sifted through countless resumes, struggling to find the right candidates? A well-crafted job description acts as a filter, guiding potential applicants who align with your needs. Therefore, it saves time for both sides and ensures that the right people are stepping forward.
5. Promoting Work-Life Balance and Flexible Job Options
Remote work is linked with flexibility, and your job description is the place to highlight it. So, mention flexible working arrangements, hybrid roles, and work-life balance. This not only attracts qualified candidates but also resonates with those seeking a change from the rigid structure of a traditional office.
6. Encouraging Diversity with Gender-Neutral Language
Creating a welcoming space for everyone is essential. So, use gender-neutral language in your job description to appeal to a broad audience. This also shows your commitment to diversity and inclusion. It’s a small change that can make a significant impact on your candidate pool.
7. Aligning Technical Requirements and Soft Skills
Besides technical requirements, highlight the soft skills that make an ideal candidate. Good communication, adaptability, and the ability to thrive in a remote work environment are crucial. So, by clearly outlining both technical and soft skill expectations, you increase the chances of finding the perfect match.
How to Adjust a Remote Job Description to a Specific Position and Seniority Level
Crafting the ideal remote job description is like tailoring a suit – one size doesn’t fit all. Therefore, when it comes to adjusting a remote job posting to a specific position and seniority level, precision is key. Here’s your guide to ensuring your job description speaks directly to the right candidates while reflecting the unique needs of your remote team.
1. Clear Job Title:
Start with a clear and specific job title. So, avoid vague terms and opt for a title that resonates with potential candidates. For example, instead of “Marketing Specialist,” you might say “Remote Content Marketing Specialist.”
2. Job Specification:
Dive into the specifics of the role. So, outline the primary responsibilities and tasks associated with the position. Whether it’s managing virtual teams, handling customer service, or developing virtual strategies, be detailed yet concise.
3. Technical Requirements:
Highlight the technical skills required for the job. So, if your ideal candidate needs to navigate specific software or tools in the virtual landscape, spell it out. This not only attracts qualified candidates but also ensures they come prepared for the tasks at hand.
4. Soft Skills and Team Dynamics:
Recognize the importance of soft skills, especially in a remote environment. So, mention the qualities that make an ideal candidate, such as good communication, adaptability, and the ability to collaborate seamlessly with remote teams.
5. Flexible Working Arrangements:
Be transparent about the flexibility your company offers. Whether it’s a permanent remote position, a hybrid role, or flexible working hours, potential candidates need to know what to expect in terms of work-life balance.
6. Seniority Level and Experience:
Tailor the language and expectations based on the seniority level you’re targeting. For instance, a leadership role might require experience managing remote teams, while an entry-level position could focus on a willingness to learn and adapt.
7. Location Requirements:
Specify if the position requires employees in specific countries or time zones. This ensures that you attract candidates who can seamlessly integrate into your team without the challenge of dealing with different time zones.
8. Salary and Benefits:
If possible, include salary ranges and information about benefits like health insurance or other perks. So, this level of transparency not only attracts the right candidates but also sets realistic expectations from the beginning.
9. Company Culture Integration:
Emphasize how the role aligns with your unique company culture. Remote companies often have a distinct culture, and showcasing this in your job description helps in finding individuals who are a good fit for your virtual environment.
10. Application Process Details:
Provide clear instructions on the application process. Specify if you require a cover letter, work samples, or anything else. This not only streamlines the process for potential candidates but also helps you gather the right information to make informed decisions.
Essential Components of a Remote Job Listing
When crafting the ideal remote job description, each piece contributes to the bigger picture. So, to create a compelling remote job listing that attracts the right candidates and aligns with your company’s unique culture, consider these essential components.
1. Clear Job Title:
Start with a clear and concise job title that reflects the role accurately. A transparent title not only catches the eye of potential candidates but also ensures your remote job listing appears in relevant search results.
2. Job Description Overview:
Begin with a brief overview of the position. So, provide a snapshot of what the role entails, making it easy for potential candidates to gauge if it aligns with their skills and interests.
3. Responsibilities and Tasks:
Outline the specific responsibilities and tasks associated with the role. So, use language that resonates with potential remote employees. Also, it should clearly communicate what’s expected in a home office or a coffee shop setting.
4. Location Requirements:
Clearly state if the position has specific location requirements. Be it a city, country, or time zone, this information helps potential candidates determine if they can seamlessly fit into your remote team.
5. Flexible Working Arrangements:
Highlight any flexible working arrangements, whether it’s a permanent remote position, a hybrid role, or flexible business hours. Emphasize your commitment to promoting a healthy work-life balance.
6. Qualifications and Skills:
Clearly list the qualifications and skills required for the role. This helps filter out unqualified candidates and attracts individuals who possess the expertise needed to excel in a remote environment.
7. Soft Skills:
Recognize the importance of soft skills for remote teams. So, mention qualities like good communication, adaptability, and teamwork, emphasizing the traits that contribute to a harmonious virtual work environment.
8. Company Culture Integration:
Showcase your company’s unique culture. So, describe the values, mission, and atmosphere that make your remote company stand out. This helps potential candidates determine if they’ll be a good fit within your virtual teams.
9. Application Process Details:
Provide clear instructions on how potential candidates can apply. So, mention if you require a cover letter, work samples, or anything specific. Clarity in the application process streamlines the journey for both you and the applicant.
10. Benefits and Perks:
If applicable, highlight the benefits and perks your company offers, such as health insurance or unique incentives. This adds an extra layer of appeal for qualified candidates considering your remote position.
11. Transparent Communication:
Be transparent about mandatory meetings, communication expectations, and any other crucial details. This ensures that potential candidates have a clear understanding of what to expect in terms of virtual interactions.
12. Technical Requirements:
Specify any technical requirements essential for the role. So, whether it’s specific tools or software, this information helps potential candidates assess their readiness to take on the responsibilities.
13. Salary Information:
If possible, include salary ranges. While this may not always be feasible, providing an idea of what candidates can expect helps set realistic expectations from the beginning.
Why I wrote this blog about remote job descriptions:
It’s a fine art to craft the perfect remote job description. Even with an on-board copywriter or HR manager, it’s a challenge to create effective and inclusive JDs, fast. That’s why many people use JD management software like Ongig to automate the process.
This is a guest post from Andy Stofferis. Andy is an experienced digital nomad. He has been working from abroad for the last 8 years. Andy runs a blog about digital nomadism and remote work: www.andysto.com. This is where he shares his tips and techniques with remote company leaders, remote workers, and digital nomads.
