• Will the employee work from home or some other virtual location?
• Are there specific hours and/or days that the employee needs to be available?
• Is this a part-time or full-time commitment?
• Specify how the job can be done remotely.
• Does the position require a quiet space?

Develop clear expectations about what is needed for the workspace or home office

• Explain how your company supports employees.
• Describe the technical skills and equipment needed to do the job.
• Outline the computer specifications, Internet speed and other necessary equipment (scanner, printers,
  camera).
• What platforms will be used (Word, Excel, PowerPoint, Teams, Zoom)? Is there training?
• What will you supply as the employer, and what will the employee need to provide themselves? (Some funding options may be available through the Student Success Centre at McMaster University. Contact nealean@mcmaster.ca.)

Describe communication expectations

• How, and with what frequency, will communication occur?
• Are there internal and/or external meetings in which the employee will be required to participate?
• What are your preferred methods of communication?

Be particular about the language and keywords

• Virtual, remote, flexible — make sure you know which type of position you really need.
• Avoid trendy, creative words like “guru” or “influencer” in your job title. Candidates are searching for common keywords and phrases.
• Include the qualifications and skills that are most important; leave out details that are more flexible.

Post your jobs on OSCARplus

Using an accessible and effective online portal will help you attract candidates whose qualifications fit with the position and your organization. Connect with careers@mcmaster.ca to post on McMaster’s online portal, which is accessed by both students and alumni.

• Establish daily check-ins.
• Provide feedback on a regular basis.
• Provide multiple platforms and ways to communicating (Zoom, Teams, Webex, email).
• Create policies for urgent vs. non-urgent communication, and respond accordingly.
• Describe parameters, deadlines and metrics of all tasks and assignments. Remember, “ASAP” means different things to different people, and so does the word “priority.”

Isolation

• Create group projects and other collaborations that require teamwork.
• Schedule weekly team meetings for work-related activities.
• Where possible, create either in-person or online (optional) socials for employees who want to connect (think online trivia).
• Make sure documents and resources are easily accessible.
• Take an individualized approach; not everyone will need this level of connectivity.

Supervision

• How are the key deliverables assessed, and how is employee performance evaluated?
• Create a formal virtual work policy.
• Provide transparency regarding availability (use “away,” “out of office,” “offline” statuses) on communication platforms.
• Offer encouragement and support — especially in situations where virtual work might be new for the employee.
• Create consistency; foster flexibility.

Scheduling

Consider working with your staff to create a flexible schedule where possible. This can reduce the stress of having both home and work priorities at the same time. According to the Conference Board of Canada, 86% of employers reported having employees who cannot work their regular work schedule due to family responsibilities, and 83% of employers reported providing a flexible working time to accommodate for family needs.