Next Chapter New Life

Dear Dorothy,

I have been working for my particular organization for well over 25 years now and for the last two

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years, I have been fortunate enough to work as a full-time telecommuter from my home office. With that in mind, how do people sell themselves for positions that are readily perceived as needing the employee for hire to be “in the building” rather than working from their home office? I ask this particular question because I have a reputation of “getting things done” but I come up against resistance when I try and move from the department I presently work in. And oddly enough, having had this honest conversation with my own Director, she shared with me that she was reviewing resumes from candidates for a different position, and while one from another state intrigued her, she was reluctant to interview with him because he was interested in remaining in his home office. Her comments were, “We know you but if we did not, it is difficult to take that leap of faith.” And so the question really is, “How do we sell ourselves or convince the employer we are the candidate to consider?”

I know in my particular case, I spend more time in my office now than I did before I left that traditional setting. And I believe I am more readily visible now than before — the challenge is demonstrating this commitment to my work and my responsibilities to the outside world.  – Great At Telecommuting –
Hi TC – Telecommuting is an interesting situation and it appears you have discovered that.  Studies show that employees that telecommute are much more productive, get more output and are a more satisfied person because they are able to balance both work and life priorities well.  BUT (you knew this was coming), unless the company is highly enlightened and supportive of telecommuting, it’s usually left to the individual hiring manager to decide despite all the documented value they could enjoy.  That decision is often times developed AFTER they hire a person and get to know and trust the employee to get the work done while at home. 

Certainly, you can find positions where they have telecommuting identified up front, usually that is an exception.  Some managers simply don’t feel they are in control if they can’t see the person at work, or know that they are performing their work in the office.  Other managers are fine with telecommuting but the higher-ups aren’t.  What I’m explaining is it is truly a mixed bag of opinion and process. 

I have seen two situations work for gaining agreement with telecommuting: 1- you negotiate it during the hiring process, with an agreement that in x months you both sit down and examine if you have the work ethic to support it, the job is conducive and if the manager is comfortable.  You can suggest it as a pilot or test to run for x months with check in points along the way.  In other words, give the hiring managers room to pull the plug if they have to. 2- You discuss it during the interview process and explore the possibilities.  I do know people who have accomplished landing a job in another state when the hiring manager really desired someone on location.   The hiring manager got to know the person well enough to want that person and their skill sets, so it was worth it for both of them.  It can be done but you may have to kiss more frogs (hiring managers) before you find both the right job and telecommuting. 

I wouldn’t make telecommuting the criteria for not pursuing a position or an interview.  Telecommuting is something that unless it is a corporate program (yes they exist but not many) you have to sell the hiring manager on and they simply won’t be that agreeable unless they see you are someone they simply can’t do without – which means you have to get fairly far into the hiring and interviewing process.  The quick answer to your questions is: Sell your value FIRST and then discuss telecommuting.

Do you have a career question that Dorothy could help you with?  Simply email her your question and she will return a response to you within 48 hours.  Some questions and answers are periodically selected for publication.  All personal information is kept confidential to ensure privacy. Email: dorothy@nextchapternewlife.com

Dorothy Tannahill Moran is a Career Change Agent.  She brings a wealth of deep knowledge to the role based on her 4 years as a vocational coordinator and 21 years in management at Intel.  Her mission is to help all professionals to love their work. Her saying is “It’s not just a job; it’s half your life”.