International remote work culture – Many locations, one set of rules

Creating an international team starts at the recruitment stage. International recruitment events can be either virtual or on-site. Both approaches have their own advantages and disadvantages:

• Virtually implemented events allow applicants to be reached around the world. No physical presence is required, which saves time, costs and reduces environmental impact.

• Virtual interviews and tests help to gain a good understanding of the skills and suitability of applicants to work remotely. On-site recruitment can help to better assess the cultural suitability and adaptation of the international expert to the new environment.

• Physical participation can be expensive and difficult for applicants who live far away. Companies should consider which approach is best suited for international recruitment.

Companies should consider recruitment goals, budget, and the location of applicants. In recruitment, you can also use a hybrid model, i.e. combine approaches as needed. In the first phase, virtual interviews can be a good solution, and final interviews can be conducted for selected applicants on the spot.

Creating an effective remote working culture in an international team means planning, clear communication and an understanding of cultural differences for your company. Goals and expectations must be clear, and it is the role of the lead person to ensure that team members know common goals, team roles and responsibilities.

Openness and transparency help everyone to direct their work towards the same goal. Define, therefore, what expectations the employer has for the quality of work, schedules and communication.

Performance expectations need clarity, so everyone knows what is expected of them when working remotely. Communication between team members is multi-channel, which means you should use video meetings, instant messaging (Chat) and project management tools, among other things.

It is a good idea for a company to choose project management tools that are easily available in different time zones. These can include Slack, Zoom, and Trello. Written communication is very important in an international team because cultural differences and language barriers can cause misunderstandings. Simple and clear language is best for written communication.

Meetings and schedules are planned to consider the different time zones of the team members. Tools suitable for planning include Google Calendar and World Time Buddy, which can be used to find common times.

Cultural awareness is also important in the remote work of an international team. Understand and respect the cultural background of team members who influence feedback delivery and formal or informal communication.

Team cohesion can be enhanced by regular virtual team meetings where all team members can interact with each other. Team events can also be informal, such as a virtual coffee break or a game event. These can make a big difference from the point of view of team spirit.

Allowing flexibility for team members regarding their own schedules tends to increase job satisfaction and efficiency. Give team members the freedom to decide how they perform their work, if expectations are met, and goals are achieved. This is an emphasis on autonomy.

Build an international team on a foundation of trust as it is the key to an effective remote work culture. In building trust, giving open feedback is vital. The working environment must therefore be such as to enable the team members to give and receive feedback in an open and constructive spirit.

Work-life balance is emphasized in remote work. Encourage team members to take care of their work and leisure balance and respect the team members' free time by avoiding meetings and emails at inappropriate times.

Companies should support training and development, providing training opportunities for the team, including training related to improving remote working skills and implementing new tools.

Building international remote teams is a multi-step but rewarding process. When your company invests in planning, clear communication and understanding cultures, remote recruitment can bring not only new kinds of expertise but also fresh perspectives and innovations.

Now is a good time to consider international remote recruitment as part of your strategy courage here opens doors to a wider market and a more diverse network of experts.