1️⃣ ?Introduction
2️⃣ ?Sourcing Remote Operations Managers
3️⃣ ✍️Vetting Candidates
4️⃣ ?Conducting In-Depth Interviews
5️⃣ ?Conducting Reference Checks
6️⃣ ?Conclusion
1️⃣ ?Introduction
As more and more companies move to a remote work model, the need for a dedicated remote operations manager is becoming increasingly important.
Hiring a remote operations manager for your online business can be daunting, but with the right approach, you can find the perfect candidate to help take your business to the next level. ?
So what’s an Operations Manager?
A remote Operations Manager is responsible for overseeing and streamlining the day-to-day operations of your business, including logistics, customer service, and employee management.
With various job titles and responsibilities, it can be hard to know where to start when it comes to hiring for this role.
So here is a breakdown to help you better decide who you need to hire for:
?”Ops Specialist” – Responsible for specific aspects of the production or delivery process. Typically an entry-level position within the operations department.
?”Operations Manager” – Manages the day-to-day operations of a business or department. May oversee multiple teams or areas within a department.
?”Head of Ops” – Leads all operations within a business or department. Responsible for managing and optimizing all aspects of the operations to drive growth and success.
?”Director of Operations” Responsible for the overall performance of the organization’s operations, overseeing multiple departments or areas of a business. Focuses on strategic planning, performance optimization, and collaboration with other executive leaders.
?”COO (Chief Operating Officer)” – Highest-level operations role in an organization, responsible for the efficiency of the company’s processes and operations. Works closely with other executive leaders to set the overall direction of the company and drive growth and profitability.
In this article, we’ll explore the steps you can take to find, vet, interview, and conduct reference checks for a remote Operations Manager.
2️⃣ ?Sourcing Remote Operations Managers
When it comes to sourcing remote Operations Managers, there are several options to consider.
One popular method is to post a job listing on popular job boards and professional networking sites such as LinkedIn, Indeed, and Glassdoor.
This will allow you to reach a wide pool of candidates who are actively searching for remote work opportunities.
One of the benefits of using LinkedIn for recruiting is the ability to set a budget for a paid posting. ?
By setting a minimum budget for a paid posting, you can reach a large number of potential candidates at a relatively low cost.
For example, you can get hundreds of candidates for less than $100, which is significantly cheaper compared to most job boards.
In contrast, when using most job boards, there is no guarantee on the number of applicants you will receive, and the cost can be 3-4 times more than a LinkedIn paid posting.
?Additionally, LinkedIn allows you to target specific industries, job titles, and other factors to ensure that your posting is reaching the right audience.
Another way to source remote operations managers is to look within your own network.
This could include current employees, former colleagues, or industry contacts who may know of a suitable candidate.
This way, you can be sure that the person you are hiring is already familiar with your company culture and has a proven track record of working well within a remote setting.
Additionally, you can ask for references from people you know and trust, which can be a valuable asset during the hiring process.
?Social media can also be a valuable tool when sourcing remote operations managers.
Building a company page on platforms such as LinkedIn, Twitter, and Facebook can be a great way to attract great candidates.
Social media is also a great way to establish and grow your company’s brand awareness. This is important because candidates are often more likely to apply to a company they are familiar with and have a positive perception of.
?Building a strong brand image can also increase the chances of attracting top talent who are looking for a reputable and well-respected company to work for.
Finally, consider using a remote-focused recruitment agency – like Remotivate.
These agencies specialize in sourcing and placing remote candidates and can help you find the perfect candidate for your company.
It is also important to have a clear understanding of the skills, experience and qualifications required for the role and be able to ensure that the chosen candidate has the necessary skills and qualifications to perform the role remotely.
Sourcing remotely does not mean that you should lower your standards or make exceptions for certain candidates.
By following best practices, you can ensure that you are hiring the best candidates for your organization, regardless of their location.
3️⃣ ✍️Vetting Candidates
Once you have a pool of candidates, it’s important to vet them thoroughly.
When vetting candidates for an operations manager role, it is important to have an Applicant Tracking System (ATS) in place to track applicants and streamline the recruitment process.
An ATS allows you to easily organize resumes, cover letters, and other application materials, and to track the progress of each candidate throughout the recruitment process.
?If you are going to get 300+ candidates, you need to make sure you are tracking them somewhere!
Remotivate’s process allows business owners to check a live ATS and monitor the various stages candidates go through throughout the hiring process.
LinkedIn is one of the simplest ATS because it allows to post job listings, search for candidates, and manage applicant communications all in one platform.
Besides using LinkedIn as an ATS, there are also other project management tools that companies can use to track candidates and manage the hiring process.
?Some popular options include ClickUp, Asana, and Trello.
These tools allow companies to create and assign tasks, set deadlines, and collaborate with team members on the hiring process.
They can also be used to create and share candidate information, resumes, and interview notes.
Additionally, it’s important to have a structured process for evaluating candidates, such as the 80/20 process.
This process involves reviewing the resumes of all applicants to identify the top 20% of candidates who meet the qualifications and experience required for the role.
These top candidates are then interviewed and evaluated further to identify the top 80% of candidates who are the best fit for the role.
The 80/20 process allows you to focus on the most qualified candidates, rather than spending time and resources evaluating every single applicant.
This can save time and resources while also increasing the chances of hiring the best candidate for the role.
While vetting, make sure to:
?Check the candidates have the qualifications and experience for the role, and that their skills align with the specific needs of your business.
?Check if the candidates have been successful in a similar industry.
?Check if they have been able to achieve similar results that you are looking for.
?Have a test project with actionable challenges that they will tackle if brought on.
?Have a questionnaire to help you vet the candidates.
Overall, having an ATS and a structured process like the 80/20 process can help make the vetting process more efficient and effective, allowing you to identify the best candidates for the role and make a well-informed hiring decision.
4️⃣ ?Conducting In-Depth Interviews
After narrowing down your list of candidates, it’s time to conduct in-depth interviews.
First, exploring culture fit during an interview is essential in ensuring that a candidate will thrive within the company’s environment.
Also, it’s important to explore communication styles during an interview.
Different people have different communication preferences and styles, so it’s important to understand how a candidate will interact with their colleagues and managers.
Clear and effective communication is vital for success in any role, and it’s essential to ensure that a candidate’s communication style will be a good fit within the company.
Another important aspect to explore during an interview is the logistics of the job, including availability, time off, family life, and travel.
It’s important to understand if a candidate’s lifestyle and schedule align with the demands of the job.
It’s also important to explore past achievements and long-term motivations during an interview.
Understanding a candidate’s past successes can give insight into their abilities and potential for growth within the company.
Additionally, it’s important to ensure that a candidate’s long-term career goals align with the company’s mission and vision to ensure a good fit for both the candidate and the company.
By exploring these points, employers can make better-informed hiring decisions and increase the chances of a successful long-term employment.
?Don’t forget that when conducting in-depth interviews with candidates it’s important to have multiple people involved in the process in order to avoid bias.
By having multiple people interview the same candidate, you can reduce the chances of bias and get a more accurate picture of the candidate’s qualifications and suitability for the role.
Using a recruitment agency, like Remotivate, can be an effective way to avoid bias in the hiring process as several people are involved and specifically trained for this purpose.
5️⃣ ?Conducting Reference Checks
Before making a final decision, it’s important to conduct reference checks.
This will give you the opportunity to speak with previous managers and colleagues of the candidate to get a sense of their work ethic and performance.
A few key steps to take when conducting reference checks include:
✅Ask the candidate to provide a list of references: Before conducting reference checks, it’s important to ask the candidate to provide a list of references.
This will give you a sense of who the candidate is comfortable having you speak with.
✅Make sure they are majority supervisors that worked with them for at least 6 months: It’s best to speak with supervisors who have direct experience working with the candidate.
This will provide the most valuable information about their work performance and qualifications.
✅Check those references on LinkedIn: Before calling references, it’s a good idea to check their LinkedIn profiles to get a sense of their professional background and experience.
This can give you a better idea of the relationship between the reference and the candidate, as well as provide more context for the conversation.
✅Call them: After verifying the references, it’s important to call them and conduct an interview.
?The Who Method is a great book on reference checks, which can provide inspiration for a recommended list of questions to ask during these checks.
Examples include, asking about the candidate’s strengths and weaknesses, problem-solving abilities, and how well they worked with their team.
By following these steps, employers can gain valuable insight into a candidate’s qualifications and experience, and make more informed hiring decisions.
6️⃣ ?Conclusion
When hiring an Operations Manager, there are several key things to look out for in order to identify the best candidate for the role.
First, it’s important to pay attention to how inquisitive the candidate is.
An Operations Manager is responsible for overseeing a wide range of business functions, and it’s essential that they have a strong understanding of the company’s operations and objectives.
Asking a lot of questions during the interview process can be a good indication that the candidate is eager to learn and understand the company’s operations.
Another key trait to look out for is detail-orientation. Operations Managers are responsible for ensuring that all processes are running smoothly and efficiently, so it’s important that they are detail-oriented and able to identify and resolve any issues that arise.
It’s also important to assess the candidate’s diversity of experience. An Operations Manager should have experience in recruiting, human resources, and finance.
This will give them a well-rounded understanding of the company’s operations and will help them make informed decisions.
Finally, it’s important to discuss the candidate’s plan for growth. The operations manager role is a leadership role and the candidate should have a clear idea of where they want to take the company, and what they can offer in terms of strategy and vision.
It’s essential that their plan of growth aligns with the company’s mission and vision, this will ensure a good fit for both the candidate and the company.
Overall, when hiring an Operations Manager, it’s important to look for candidates who are inquisitive, detail-oriented, diverse in their experience, and have a clear plan for growth that aligns with the company’s mission and vision.
With the right approach, you’ll be able to find a remote operations manager who will help your business thrive.?
Are you struggling to find a remote A-Player Operations Manager for your business? Book a chat with Remotivate CEO, Anna Shcherbyna here.
