7 Steps To Write Remote Job Descriptions

Want to attract the best talent for your remote roles? Start with a clear and detailed job description. Here's how to do it in 7 simple steps:

1. Define the Role and Work Arrangement: Specify if the role is fully remote, hybrid, or remote-first. Include equipment and schedule expectations.
2. Highlight Required Skills: List both technical skills (e.g., tools, certifications) and soft skills (e.g., time management, communication).
3. Showcase Company Culture: Explain how your team collaborates and supports remote employees with inclusion and team-building initiatives.
4. List Tools and Communication Guidelines: Share the platforms you use (e.g., Slack, Zoom) and set clear response time and availability expectations.
5. Clarify Location and Time Zone Preferences: State any geographic restrictions and required time zone overlap for collaboration.
6. Outline the Hiring Process: Describe each interview stage, remote skills assessments, and timelines to keep candidates informed.
7. Include Remote-Specific Benefits: Offer perks like home office stipends, flexible schedules, and professional development opportunities.

Quick Tip: A well-written remote job description saves time, attracts the right candidates, and ensures better team fit. Now, let’s dive deeper into each step!

How To Write a Great Job Description

Step 1: Clearly Define the Role and Work Arrangement

To create an effective remote job description, start by clearly explaining the role and its work setup. This helps candidates quickly determine if the position matches their skills and expectations.

Specify Remote Work Setup

Explain the remote work structure so candidates know what to expect in terms of logistics and technical needs. This ensures you attract applicants who are well-prepared for the position.

Also, clarify equipment needs like laptops, software, and internet requirements, including any specific speed or security standards.

List Key Responsibilities

Focus on outcomes when listing responsibilities, which allows for flexibility while ensuring clarity. Organize tasks by:

• Primary duties, expected results, and performance indicators
• Collaboration needs and communication practices
• Documentation and reporting expectations

Include remote-specific requirements such as:

• Availability during certain hours
• Required overlap with team schedules
• Response time expectations
• Detailed documentation processes

"It's crucial that you define these terms. For example, being flexible can mean a lot of things. You'll need to provide more details in the job description if you indicate the position is flexible but require a commitment to traditional business hours." ^[1]

Use action-focused language to describe tasks, emphasizing measurable goals and teamwork requirements.

Once you’ve outlined the role and work arrangement, the next step is identifying the skills and traits needed to succeed in a remote environment.

Step 2: Highlight Required Skills and Remote Competencies

When crafting a remote job description, it's important to clearly specify both technical and interpersonal skills. This helps attract candidates who can excel in a remote work setup and meet the role's expectations.

Specify Technical Skills

Outline the technical abilities directly tied to the job's responsibilities. Separate the must-haves from the nice-to-haves to set clear expectations:

• Core Tools: Proficiency with project management platforms like Asana or Trello
• Specialized Expertise: Certifications in areas like cloud computing or data analysis
• Collaboration Platforms: Experience using tools for virtual teamwork
• Security Awareness: Understanding of VPNs and data protection practices

Focus on Soft Skills for Remote Work

Remote roles demand specific interpersonal skills. Highlight these to attract candidates who can handle the unique challenges of working remotely:

• Self-Management: Ability to work independently and stay productive without constant supervision
• Digital Communication: Strong skills in virtual and written communication
• Time Management: Capacity to juggle deadlines across different time zones
• Problem-Solving: Initiative to tackle challenges without waiting for instructions

Provide context for how these skills apply to the role. For example, explain how time management might involve coordinating with team members in different regions. Precision in your descriptions can help attract qualified applicants and save time on filtering unsuitable ones - especially since 75% of employers report challenges in finding skilled workers ^[4].

To keep the process inclusive, focus on the most critical requirements and consider offering training for candidates with strong remote work abilities but less technical experience.

Once you've nailed down the skills, the next step is to showcase your company's culture and values to draw in candidates who share your vision.

Step 3: Communicate Company Culture and Values

Once you've identified the skills and traits you're looking for, it's just as important to show how your company supports remote employees through its culture and values.

Describe Virtual Work Environment

Be clear about how your company encourages remote teamwork and connection. Candidates should have a solid idea of how they'll fit into the team before they even apply.

Here’s what to include when describing your virtual work environment:

• Communication practices: Detail how your team stays in touch - whether through regular check-ins, team meetings, or other methods.
• Collaboration methods: Explain how your team works together, whether through synchronous (real-time) or asynchronous (flexible) communication, or a mix of both.
• Team-building activities: Share examples like virtual social events, online workshops, or digital team-building exercises.

Highlight Inclusion of Remote Workers

Remote employees who feel connected are 26% more likely to stay with a company long-term ^[3]. Show how you make remote workers feel fully included by detailing initiatives such as:

• Virtual mentorship programs
• Equal access to training and career growth
• Regular virtual team gatherings
• Inclusive decision-making processes

Be specific. Instead of saying, "We value work-life balance", provide concrete examples like: "We respect time zone differences and keep Wednesdays meeting-free."

Remote candidates often pay close attention to cultural details, as their entire experience will be virtual. Use this section to give them a clear sense of what daily life will look like as part of your team. This helps them picture themselves thriving in your company.

After sharing your culture and values, the next step is to outline the tools and expectations that make remote collaboration work smoothly.

Step 4: Specify Collaboration Tools and Communication Expectations

Clear communication and the right tools are essential for keeping remote teams connected and productive.

Tools and Platforms for Collaboration

Outline the tools your team will need to collaborate effectively. Here's a breakdown of key categories, tools, and their purposes:

For example, "We use Asana for tracking projects with daily updates and Slack for real-time conversations, where responses are expected within 2-4 hours during work hours."

Define Communication Expectations

Set clear guidelines to help your team stay coordinated:

• Core Hours: Specify times when team members must be online. For instance, "Team members must be available from 10 AM to 2 PM EST for collaborative work and meetings."
• Meeting Schedules: Include regular check-ins like daily stand-ups, weekly syncs, or monthly all-hands meetings.
• Response Time: Clearly outline response expectations for different communication methods. For example, "Emails should be replied to within 24 hours, while urgent Slack messages require a response within 4 hours during work hours."
• Time Zone Coordination: Note any overlap requirements, such as, "This role requires at least 4 hours of overlap with EST (UTC-5) business hours."

Also, ensure team members have access to reliable, high-speed internet (e.g., 50 Mbps download/10 Mbps upload) to support video calls and collaborative work.

With tools and communication practices in place, the next step is understanding how location and time zones affect remote work dynamics.

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Step 5: Address Location and Time Zone Preferences

Smooth remote collaboration goes beyond just tools - it requires clear guidelines on location and time zones. Including these details in your job descriptions helps set expectations and ensures the team operates without hiccups.

Clarify Geographic Restrictions

Be upfront about where candidates can work, based on your company’s needs. Here are some key areas to consider:

• Legal and Tax Compliance: Specify countries or regions where your company is authorized to employ people.
• Client Proximity: If in-person meetings are occasionally required, mention any regional restrictions.
• Licensing Needs: Highlight if the role requires location-specific certifications or licenses.

For example, specify if candidates must be “legally authorized to work in the United States” or if the role is open to certain regions, like “Europe and Latin America.”

Outline Time Zone Expectations

Time zone compatibility plays a big role in effective teamwork. Make it clear how much overlap is needed for collaboration and any core working hours.

Meeting Schedules: Include details about regular team meetings that require real-time participation. For instance, “This position requires 4 hours of overlap with EST business hours, with weekly team meetings on Tuesdays at 9 AM PT.”

Work Hours: Specify if work hours are flexible or if they need to align with a particular time zone. Clearly outline any restrictions or expectations.

"When it comes to working with teams across different time zones, the number one rule is to be mindful, empathetic, and respectful." ^[1]

Key points to address for time zone management:

• The company’s official time zone for meetings and deadlines
• Minimum overlap needed with the core team
• Options for rotating schedules to accommodate global teams

Once you've nailed down location and time zone preferences, you’ll be ready to detail the hiring process and set clear expectations for candidates.

Step 6: Outline the Remote Hiring Process

A clear hiring process not only sets expectations for candidates but also shows your company's dedication to open communication. When crafting your remote job description, make sure to include a detailed breakdown of each stage of your virtual recruitment process.

Describe Virtual Interview Stages

Lay out your interview process step by step. A typical remote interview setup might look like this:

Initial Screening: Let candidates know they'll begin with a short video call on a platform like Zoom or Google Meet. This helps you get a quick sense of their background and communication skills.

"Assembling a high-performance global team is no small feat. You'll have to adapt your recruitment and selection process for remote candidates." ^[1]

This approach not only evaluates skills but also showcases your focus on effective remote collaboration.

Interview Process: Provide details about each stage. For example, you might start with a 30-minute HR screening, followed by a 60-minute technical assessment with a team lead, then a final interview with the department head, and wrap up with a culture fit discussion.

Make sure your interview tools and platforms match the ones you outlined earlier in Step 4.

Mention Remote Skills Assessments

Be upfront about any evaluations candidates will need to complete to show their ability to excel in a remote work environment.

Examples of Assessments:

• Live coding sessions or other technical evaluations
• Written tasks to test communication skills
• Simulations focused on remote teamwork and time management

What You’re Evaluating: These assessments should measure key traits like self-discipline, communication, problem-solving, and familiarity with remote tools.

Also, include a note about offering reasonable accommodations during the interview process to ensure inclusivity. Share a clear timeline and provide regular updates so candidates stay informed at every step.

Once you've outlined the hiring process, you can move on to highlighting the perks and benefits your company offers to remote employees.

Step 7: Include Remote-Specific Benefits and Perks

Offering perks designed specifically for remote employees can make a big difference in attracting and keeping talented individuals. A thoughtful benefits package shows you're serious about supporting remote teams and helping them thrive.

Highlight Work-from-Home Stipends

Covering costs associated with remote work is a practical way to show you care about your employees' success. Companies like Google and HubSpot provide financial support for home office setups and ongoing expenses.

Here are some examples of what you can offer:

• One-time setup allowances: Provide funds for employees to create a comfortable home office space (e.g., $1,000-$2,500).
• Monthly stipends: Help with recurring costs, such as internet or utilities, with payments ranging from $60-$250.
• Coworking space options: Cover memberships for those who prefer working outside their homes.
• Reimbursements: Offer to cover internet or utility bills directly related to work.

Offer Professional Development Opportunities

Remote employees value growth just as much as their in-office counterparts. According to a PWC report, 60% of workers with specialized training feel prepared for changes in their roles, compared to only 20% of those without it ^[1].

Consider these career-focused benefits:

• Learning budgets: Allocate funds for courses, workshops, or certifications.
• Access to online platforms: Provide subscriptions to learning tools and certification programs.
• Mentorship programs: Facilitate virtual mentoring to help employees grow professionally.
• Flexible scheduling: Allow time for employees to pursue development opportunities.

Go Beyond the Basics

Make remote work more enjoyable with perks like flexible hours, virtual wellness initiatives, and team-building activities designed to keep your distributed team connected and engaged. These extras can create a sense of community and improve overall well-being.

Wrapping It Up

This guide's seven steps lay out a clear approach to writing accurate and transparent remote job descriptions. Why is this so important? Because 56% of employees think about quitting within their first six months due to a mismatch between the job they signed up for and the reality of the role ^[1].

Here’s a quick recap of the key points to nail remote hiring:

• Define the Role Clearly: Be upfront about remote work arrangements, responsibilities, and expectations.
• Focus on Skills: Highlight both technical expertise and soft skills tailored for remote work.
• Show Team Fit: Explain how remote employees will integrate into your company’s virtual setup.
• Outline the Tech: List the tools and platforms that facilitate remote collaboration.
• Be Honest About Location: Clearly state any location or time zone requirements.
• Streamline the Process: Provide a step-by-step remote hiring and onboarding plan.
• Offer Compelling Perks: Share benefits that cater to the needs of remote workers.

By following these steps, you’ll not only attract top-notch candidates but also set the stage for long-term success in a remote work setting.

For businesses that need extra help, services like Remotely Talents can simplify the process. They connect companies with skilled remote professionals, ensuring candidates align with job needs.

Remote work saw a massive 159% growth between 2005 and 2017 ^[2]. By applying these strategies and tweaking them based on feedback, your organization can stay competitive and retain top remote talent.

Think of a well-written remote job description as your secret weapon. It filters out unqualified applicants while drawing in the right people, all while showcasing your company’s remote-friendly culture. The result? Better hires, improved retention, and thriving remote teams.

FAQs

How do you write a remote job description?

Writing a remote job description requires clarity and attention to detail. FlexJobs highlights this point:

"A well-written job description can help your recruiting and retention strategies by helping you attract and keep the best talent" ^[1]

Start by clearly defining the role and the type of remote work arrangement (fully remote, hybrid, or occasional office visits). Make sure to include:

• A detailed list of responsibilities and success criteria
• Required technical and interpersonal skills for remote work
• Collaboration tools, platforms, and time zone expectations
• A summary of remote-specific benefits

Also, be upfront about any location or time zone restrictions to avoid misunderstandings. Using terms like "remote", "work from home", or "distributed" can help your job listing appear in relevant searches.

What is a fully remote job description?

A fully remote job description details a role that can be performed entirely from home or any location the employee chooses, without the need for office attendance. These roles emphasize location flexibility, virtual collaboration, and clear expectations for time management and performance.

Make sure to include specifics about:

• Geographic or time zone requirements, if any
• Virtual communication expectations
• Technical needs for a functional home office
• Performance standards tailored for remote work

This level of detail ensures candidates understand the role and its requirements from the start.

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