The Future Of Remote Work

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David McKeagueMay 11, 2020


The spread of COVID-19 has caused many companies to stress-test remote work functions. This has sped up the adoption of remote work practices across the globe. The question is, will these changes stick when we “return to normal”? 

It’s clear flexible work practices will be a huge part of the future of work. But the way in which companies adopt these practices will vary. Adopting effective remote work practices requires doing more than just moving the office online. It involves adapting to take advantage of available technology. This means changing the way employees communicate, making meetings less frequent and allowing more flexible working hours. 

In this great blog by Steve Glaveski, five levels of remote work are outlined. These levels were identified after a conversation Steve had with Matt Mullenwag, the founder of Automattic, the decentralised company behind Internet powerhouses like Wordpress and Woo Commerce. 

Five levels of Remote Work

Of the five levels discussed, Level 2 most closely resembles the way many companies are working right now. Level 2 involves using tools like Zoom and Slack to move everyday office activity online, a virtual replica of employees day-to-day work. Level 2 is better than Level 1 but it doesn’t use technology to improve processes, rather it uses technology to mimic processes. In my opinion, the future of remote work will see more and more companies using technology to help change their process to make it more efficient. 

For example, as Steve outlines in the article, tools like Slack can negate the need for meetings and unnecessary conversations. These tools can also allow for asynchronous communication, allowing team members to address tasks to work within looser time frames while still hitting important deadlines. 


Reimagining the way we work and hire 

In a best-case scenario, the future of remote work will see businesses around the world take the time to reimagine certain aspects of their operational process. To do this, key questions need to be asked. Is this the most effective process? How can I convey important information without status update meetings? Can I assign a project without any face-to-face conversation?

Different questions need to be asked regarding each function of the business. When it comes to talent acquisition these questions will be centred around how recruiters can hire efficiently without actually meeting employees. 

Some questions include: 

Here at Curious Thing, we’re trying to help people answer these questions. Our AI phone interviewer can do more than Level 2 work (replace a traditional phone screen). It can be used to reimagine and enhance the entire recruitment process! For example, with Curious Thing, recruiters can make data-driven shortlists without the need for a CV. These shortlists can account for both soft and hard skills while providing valuable data that can assist you in your decision making. Our client 2degrees did just that and had great success! Read about their success here