If you’re currently searching for remote work or in the midst of a remote job search, you might be wondering how to list remote work on your resume or LinkedIn profile – and how much it really even matters.
We can assure you, it matters a lot!
With these 6 tips (and remote work resume examples to go with them!), you’ll learn more about how to show remote work on your resume in a way that catches recruiter attention and showcases your top skills!
How to Write Remote Work on Your Resume (and LinkedIn Profile)
Table of Contents
Make it clear you’re targeting remote work
Use effective resume formatting
Include remote work skills
Write compelling job descriptions
Showcase your results
Transfer it over to LinkedIn
1. Make it clear you’re targeting remote work
You can indicate remote work on your resume right away by including a line in your contact info, in your targeting headline, in the body of your summary / profile paragraph, and/or in your skills section at the top of your resume.
Resume Example:
Resume Example:
2. Use effective resume formatting
Your resume format is often your first impression. Before anyone reads your content, they see (and judge) your formatting. It needs to be clean, easy to read, and purposefully guide the reader’s eye to your most important content.
There is a very definite ‘look’ to a well-crafted resume, and while that ‘look’ may vary in style, the basic formula is pretty consistent.
A good remote work resume should include:
Contact info at the top
This includes your name, phone number, email address, and indication of remote work preference (remote only, remote first, hybrid, etc.)
Targeting Headline (and sometimes sub-heading)
Indicating the types of jobs you’re targeting
Summary / Profile paragraph
Showcasing your top skills, achievements, and experience
Skills section
Full of highly targeted keywords for your target remote jobs
Professional Experience
Listing your jobs in reverse chronological order
Other important sections may include:
Remote work section
Career transition section
Education
Technical skills
Remote work skills
Remote Work Section Example:
Career Transition Example:
3. Include remote work skills
To create an effective remote work resume, it’s all about demonstrating how you fit the needs of your target audience and can provide a solution to their pain points. You can do this through remote work keywords and skills.
If you’re not sure how to find the right remote work resume keywords for your purposes research the job descriptions for the jobs you want to target. To do this:
Collect at least 10 job descriptions that represent your target remote job type
Highlight words or phrases that stick out to you or seem important in each one
Copy/paste each description into a word counter (I like WordCounter.com)
Analyze the data to understand which words/phrases are used more often
Create a database of the keywords that are most used and most relevant
Using your database of keywords from #3 above, write each of the job descriptions in your Experience section with those skills in mind and try to include those skills wherever possible. If the job was remote, you can indicate remote work in the job title or location, as well as in the description itself.
Even if you’ve never worked remotely before, you can include some remote work keywords by describing work that may have required you to work with people in other locations (cross-locational is a great remote work keyword), to work from home, or to travel for work.
Results and achievements are the major factors that prove your value. Anybody can claim they have skills in something. So don’t just fill your resume with empty claims.
Fill it with proof.
That’s how you elevate yourself above other candidates competing for the same roles.
Resume Example:
Resume Example:
6. Transfer it over to LinkedIn
For anyone targeting fully remote work or even hybrid roles, LinkedIn is a great place to find those jobs and to be found by recruiters.
The content in your remote work resume can be easily transferred to your LinkedIn profile, and the following bit of info should help:
Your resume summary/profile content should be added to your profile Headline and About sections.
At the time of this publication, the Headline section has a maximum character count of 220 on desktop and 240 on mobile, and the About section has a max of 2600. The LinkedIn algorithm (supposedly) ranks your profile higher in search results the closer you are to reaching that limit in each section.
Your job descriptions should be pretty easy to copy/paste directly from your resume to your LinkedIn profile. When adding each employer, be sure to select the correct employer profile, which will hopefully pop up with the employer’s logo and make your profile look better.
Your skills section can have a maximum of 50 skills, and the more you have the better. Make sure to use the keyword research you did for your resume to know which skills are most important to include.
Pro Tip: Another way to help your profile rank higher in search results is by actually being active on LinkedIn: connecting with others, following companies and industry influencers, posting your own posts, sharing posts from others, and/or commenting on others’ posts. The more active you are, the more visibility you will get and the higher the algorithm will rank you in search results.
Attend our (free!) Rethinking Remote Work virtual conference to learn even more about breaking into (or moving up in) the remote work revolution!
If you’ve ever been so enamored with living the RV life that you wanted to directly be part of the industry, then you already know how tough it can be to find a remote job in the RV industry.
For instance, if you’re a megafan of a particular RV manufacturer, their website might be extremely old and you have to dig around to learn that they only list careers on an obscure jobs site. Another challenge is that most roles are in-person, which may feel strange since the entire industry supports a roving lifestyle.
Being an onsite porter here and there is fabulous when living nomadically, but RV life absolutely does not mean you can’t maintain a high level full time job, even when it is difficult to hunt them down inside the industry.
So today, we’ve set out to find current job openings that might be of interest, and then we’ll share some best practices with hunting down these remote jobs in the RV industry.
Search for Remote Jobs in the RV Industry on the RVer Job Exchange
Just because you’re here on this page doesn’t mean you’re ultra familiarized with the RVer Job Exchange, powered by Escapees RV Club, but we launched it to answer the unique challenge of finding full time jobs that can be done by those of us enjoying RV living. There is a shortcut to finding roles that are specifically remote:
On the left sidebar, scroll down to “Job Location Type”
Select “Remote” and let the magic happen
For example, there is a current role listed that could be up your alley, a Community Coordinator role that is currently part time, but states hours may increase over time, and less than a year of experience is required. It could be a meaningful way to get your foot into the door in the industry!
7 open roles in the RV industry, does one fit you?
When you search for blog posts on this topic, what you usually get is vague guidance like “start a business” or “just freelance.” Insulting. Instead, we offer actual open roles for you to consider:
Airstream is a brand we all know and love. They’re looking for someone with experience in React Native mobile app dev using Redux, cloud architecture knowledge, experience with technologies like PostgreSQL, MongoDB, and of course Git.
The ER partner collaborates with market leadership to provide coaching and guidance for ER matters, investigates employee concerns, ensures activity is captured in the case management system, and identifies emerging trends to develop solutions. They also build and maintain relationships with regional HR leadership and will identify potential company liability.
Camping World appears to be one of the few industry names that consistently considers remote workers. Responsibilities include working with pricing and inventory teams, using Python, SQL, and R to analyze data, identifying and cleaning data sources, and exploring new datasets for insights.
This job involves documenting processes, communicating development status, leading system development projects, managing programmers, and creating and managing the Application budget. Caveat: Lippert listings say “Remote” with a large red house denoting the option, but on the actual listings, it is less clear.
This role is focused on improving service turn around times and maintaining high standards of customer service. The role involves working with both operations and sales teams to ensure timely communication and a positive reflection of the brand. Again, Lippert’s site is slightly unclear, so don’t apply until you’re certain it is a fit.
The responsibilities of a key member of the Enterprise Architecture team include designing and documenting application architectures, educating business and technical teams about solutions, and acting as a liaison between product owners and technical teams.
This is a customer service representative role for Good Sam Elite Members. Responsibilities include answering calls, providing technical information and assistance with RV accessories, connecting members with repair facilities and roadside assistance, and performing follow-up to ensure technical issues are resolved.
Other ways to find remote jobs in the RV Industry
If you’re looking to break into the industry or transition your existing skills into a role where you might better tap your passions, there are ways to make sure you’re in line first.
Start by researching the companies you most admire in the RV industry
One by one, visit their website, find them on LinkedIn, and track down any social media accounts that you can. What you’re looking for is where they list their open roles. We’ve found this to be somewhat inconsistent, and the large brands are easy to explore, while medium- to small-brands may be more tricky to track down. Use a free tool like Huntr to keep your job search organized.
Revisit their Careers Page Weekly
Especially if they don’t allow you to set up email alerts. (This could apply to their LinkedIn Page or wherever else you found their jobs)
Consider competitors
If you find a brand offering ample remote jobs, go find their direct competitor because there is a good chance they’re hiring as well.
Find out if the company is part of a larger brand
This may allow you to monitor all in the same spot. For example, Thor Industries has a careers page, and they are comprised of Jayco, Thor Motor Coach, Tiffin Motorhomes, Airstream, Heartland, Highland Ridge RV, Keystone, Dutchmen, Crossroads, Redwood, KZ, and Venture. That’s a lot of brands under one roof, so be looking for these types of shortcuts by getting to know company ownership.
Another option is to consider Europe
Europe seems to be slightly more remote-work forward than America, and in many nations, a work Visa isn’t all that tough to obtain if needed at all. For example, Goboony is looking for English-speaking support agents for their UK clients who are renting locals’ RVs (pretty fascinating)!
Get really really good at Google.
Some search parameters to consider are “[your job title] remote in RV industry” or get more specific and add “[your job title] remote at RV manufacturer.” All businesses have the same core needs, so there’s a high chance that with some deep diving online, you can find your current job title inside the industry.
Overall, we want to affirm that finding remote jobs in the RV industry is not as easy as it should be, and although we’re working hard to do our part at the RVer Job Exchange, it really does take a little creativity to break into the industry you’re such a fan of. But now you have a roadmap to amplify your success, and we’re rooting for you!
As we look at remote work trends for 2023, we’re finding that what was once trendy is now here to stay. Remote work has become an integral part of many companies and survey after survey indicates a deep desire for workers that have been remote to remain so.
Friction between some business leaders and the workforce remains as we collectively struggle to reemerge from a global pandemic. That said, Google Search trends indicate interest is only increasing.
Because the pandemic shook up cultural norms of commuting and overworking, many people are now seeking an improved work-life balance and prioritizing their family. Remote work options can be the solution to this. (If remote work is still new to you and your career, check out these tips for transitioning to remote work.)
The downside for remote workers is that there is more competition in the workforce for remote roles. The upside is that availability of those roles has rapidly increased in recent years and will continue to do so in most sectors.
There are five remote work trends we’ll be watching in 2023, and a bonus sixth trend that we’ll be watching far beyond 2023. Whether you’re hiring talent or seeking roles, every single one of these trends are relevant to you as they shape the overall workforce and what your experience will be in the coming year.
Top 5 Remote Work Trends for 2023
Table of Contents
Hybrid Options
Freelance & Fractional Options
A Boom in Bossware
A New Emphasis on Culture
Locking Down Security
Remote Work Trend #1: Hybrid Options
We previously mentioned friction between some business leaders and their employees. Many workers who have worked remotely don’t intend on commuting for the same role they now know can be done just as productively (if not more productively) from home.
Meanwhile, many business leaders are struggling with the challenge of not being able to physically see their workforce. They feel like they can’t keep a finger on the pulse as well if teams are not in person. There remains a strong connection to the culture of maintaining large commercial real estate leases and offering in-person perks, a trend that many hope will return.
To get these two opposing forces into alignment, we suspect that hybrid work options will emerge as the winning factor as we culturally negotiate next steps in the future of work.
A recent McKinsey & Company study indicates that 90% of employees offered a hybrid situation will choose it over onsite work. This is especially important for parents who struggle with the logistics (not to mention the high cost) of childcare, often solved with remote work or hybrid options of employment.
And because a repeat factor that has drawn people away from the office is experiencing life without the cost and time it takes to commute, the McKinsey study indicates that talent will compromise for hybrid work and not necessarily just demand fully remote options.
While some people do not intend on ever returning to an office, the data indicates that hybrid options could be the solution to keeping employers and employees in alignment.
We believe that it’s not just about the number of days in the office, but flexibility with hours. If an employee can regularly leave on Tuesdays to spend time with their kids, or work from home after lunch, the flexibility will more likely keep them in their role.
The remote work trend to watch for is employers offering customizable schedules and flexibility in when or where an employee does their best work. Companies that adapt to this trend will be able to attract top talent, while those that refuse could experience a retention problem.
Remote Work Trend #2: Freelance & Fractional Options
The good news of remote work going mainstream is that almost all employers now have experience with it in one way or another.
The bad news is that it has opened many minds to a distributed workforce. As employers become more comfortable working alongside people who aren’t in their office, they also become more open to hiring freelancers or fractional service providers.
If you follow the money, venture capital (VC) is betting big on sites that pair employers with this kind of talent. Fiverr and Upwork have a combined market cap of over $3.43 billion. That’s compared with less than $2 billion in 2019. Interest from VCs is red hot right now, so most certainly expect this trend to continue.
Remote Work Trend #3: A Boom in Bossware
Bossware is a term also known more lovingly as monitoring software that is installed on employee work devices. Bossware boomed during the pandemic and we expect this trend to increase in 2023.
In January 2022, digital.com reported that 60% of employers with remote workers have monitoring software installed on employee devices. They also reported that an additional 17% are considering it.
A new study indicates that more than 6 in 10 (62%) of workers feel more productive when working remotely.
Combine the sentiment of remote workers with the use of bossware, and you can see where this is going – remote work is sticking around, and so is bossware.
What do employers hope to get out of using bossware, and how do they work?
The most common reason cited for the monitoring tools is to understand how employees are using their time, followed closely by ensuring their teams work full days.
Some tools take random screenshots, others are keystroke tracking or recording mouse movements, all of which are fairly standard now. More invasive tools randomly activate the device’s webcam or microphone so they can be seen or heard. More advanced tools monitor productivity through AI, learning behaviors and ranking all actions taken.
Only New York, Delaware, and Connecticut require companies to inform their employees that they are being monitored. We suspect that federal regulations around disclosure and privacy will be part of this trend someday.
Watch for bossware to evolve and continue to boom into 2023 and beyond.
Fully 66% of executives surveyed by the Society for Human Resource Management (SHRM) indicated that maintaining company culture is a primary challenge as remote work has gone mainstream, and that communication and collaboration is also a top concern.
For decades, companies have carefully cultivated their culture to attract and keep top talent.It has long been a way to retain talent as employees better connect to a company’s mission. But those efforts have become more complicated in a society that suddenly values a work-life balance, having gotten a taste during a global lockdown.
There was a day that adding a ping pong table to an office added “culture,” but a virtual workforce complicates these efforts, so we’ll be watching for more employers to give it a more concerted effort in 2023.
What Could Remote Culture Look Like?
Some efforts will be superficial, perhaps offering a quarterly “online happy hour” on Zoom after work hours. Others will be more meaningful like mental health benefits, subscriptions to meditation apps, and an exploration of non-Zoom options to better connect teams.
Burnout is a tremendous risk for remote workers, especially those who struggle to unplug. How will employers commit to combating this challenge in 2023? We’ll be watching.
The first wave of innovation to answer this conundrum is tech software designed to improve connectivity of teams. This goes beyond Zoom to visual collaboration tools and gamification of team achievements, for example. VC money is also flowing very heavily into this sector.
Remote Work Trend #5: Locking Down Security
With the world accepting remote work as part of our shared fate, larger companies are making increased investments in cybersecurity. It makes sense that highly confidential and regulated industries like banking can’t just send entry-level employees home with laptops and full access, but other sectors are vulnerable in other ways many of us don’t immediately see.
For example, companies with large supply chains can be hacked and attacked, disrupting the entire flow. Governmental agencies are particularly vulnerable to phishing attacks given the nature of how much sensitive (and expensive) data they are sitting on.
With 85% of cyber attacks initiated by a human factor, the touch points of a human are the most vulnerable. This can be addressed with more training and security investments. Varonis reports that only 5% of American companies’ file folders are properly secured, and with cyber fatigue at an all-time high, the average person has simply accepted hacking as an inevitability.
Considering how easy it is to manipulate the emotions and the desire of Americans to be perceived as kind, the following is no surprise: America was the target of 46% of all cyberattacks in 2020 alone, more than twice the rate of any other nation.
How Can Companies Combat This?
Because of these concerns, the remote work trend we expect in 2023 is companies of all sizes
investing in anti-malware software
requiring multi-factor authentication for employees’ use of devices
revoking high levels of permissions from more staff
implementing requirements to keep software updated
and new or increased training on company data.
Bonus Trend: Virtual Reality?
Many are dreaming of a virtual reality (VR) future for remote work. They hope to emulate the feeling of sitting in the same room with all team members and creatively collaborating.
And why not? VR headsets have rapidly advanced. With Meta Founder Mark Zuckerberg saying his Quest Pro headset will replace our computers, and Apple now gearing up to release their own mixed-reality headset, we very well could be remote working with different versions of VR headsets someday.
But don’t count on this one happening anytime soon. For now, it’s still a nerdy pipe dream that is slowly coming to fruition. They’re great for gaming, but for starters, putting blue light that close to your eyeballs for extended periods damages vision. The added weight to your head could potentially damage your neck and back.
It sounds like a managerial dream to be able to hover ever so slightly above remote teams and see what they see. Thankfully, this isn’t in our immediate future.
Watch out for 2023 to be a big year for remote work technologies in these ways; to better align employers with employees, and for security and bossware to skyrocket, while employers consider adding freelancers to their distributed workforce lineup. It’ll be an interesting year as many suspect a “new normal” emerges.
You’ve heard of the glass ceiling, but have you heard of the similar “Zoom Ceiling”? Coined by TinyPulse’s People Scientist, Dr. Elora Voyles, the phrase describes how remote workers are being passed over for promotions in favor of on-site staff.
Put simply: Out of sight, out of mind.
She says the phrase is used to describe “favoring those who are in the office compared to those who are not, which can keep remote workers from getting promotions and leadership positions.”
We would add to that assessment that it also impacts bonuses, raises, and work assignments wherein remote staff are often put on lower profile projects.
Not only is this a hidden cost of remote work, it disproportionately impacts already-marginalized workers, according to Dr. Voyles.
The problem predates COVID-19 and was most certainly exacerbated by the pandemic. But we are cautious in approaching the topic, as most studies commonly referred to in the industry tend to reference other nations and occurred before Covid.
We all lack current data, but one may extrapolate that because the Zoom Ceiling existed prior to Covid, and because the number of remote workers skyrocketed during Covid, the effect of the Zoom Ceiling is accelerated now.
Why is this happening?
The Zoom Ceiling isn’t necessarily a dark, nefarious plan to punish remote workers. Instead, it is a phenomenon that is believed to be based on subconscious biases.
If the pandemic proved anything, it’s that the outdated metric of measuring productivity based on how long your butt is in a chair (in an office in front of a manager) was wildly flawed. When folks took their company-issued laptops home for what we thought would be “15 days to slow the spread,” productivity actually improved in most cases.
Imagine if a CEO outright rejects remote work as an option, as Goldman Sachs’ CEO famously did during the pandemic (calling it an “aberration”) – that not only impacts individuals working remotely, but that attitude trickles down to individual managers who feel they must reward on-site workers first to save themselves. (Curious how other CEOs and leaders perceive the future of remote work? Take a look at this article.)
The likelihood of a remote worker getting a promotion may now depend on an individual manager’s attitude, which is impacted not just by the CEO, but by where they work from. A manager who commutes and works 9-5 on-site will likely favor others who follow suit, leaving hybrid and remote workers in a less favorable position.
An advantage of working remotely is avoiding the time-wasting gossip around the watercooler and the subsequent microaggressions, and potentially a healthier work-life balance, but a tremendous disadvantage is not being able to have spontaneous sidebar conversations with managers and other leaders in the company that an on-site worker benefits from.
The Society for Human Resource Management (SHRM) explains that this all boils down to a “proximity bias.”
Organizational assessments once reviewed promotions and raises based on gender, race, and age, but going forward should include an employee’s work location, be it remote, hybrid, or on-site.
So what can you do to avoid the Zoom Ceiling?
As a remote worker, the onus should NOT be on you, and companies should be adapting to this problem as they become aware of it, but for now it is a weight put squarely on your back.
While we await the cultural shift to unfold and for companies to take action, there are several things you can do to avoid the Zoom Ceiling yourself, especially when a company doesn’t have any policies in place to address the problem.
Seek out more one-on-ones with your manager. Don’t be out of sight or out of mind, but don’t be annoying. If you request an ongoing 1:1 scheduled with your manager, you’re more likely to remain top of mind rather than an afterthought. If they won’t agree to a regularly scheduled meeting, try to request one-on-one time with them every other week or so to make sure you’re soliciting feedback.
Secure a mentor, a coach, and a sponsor. They’re not the same thing. The saying most commonly used is that a coach talks to you (is typically someone you pay to guide you), a mentor talks with you (can be anyone in your industry that is a few steps ahead of you in your career, who can provide feedback and advice), and a sponsor talks about you (a long-term relationship with a senior stakeholder willing to use their influence in the company to serve their protege).
Take your professional development into your own hands. If you can show your manager that you’re remote but you’re still engaged, you’ll easily stand out, especially in companies that aren’t encouraging or paying for professional development. Ask peers at other companies what online courses they’re taking or certifications they’re pursuing – some will be in leadership, others will be in hard skills to improve workplace viability, and many are free.
Speak up! If you accomplished something, speak up (no one’s going to do it for you) – forget humility, that’s not an option right now. If you don’t feel connected, speak up. If you feel left out of projects because you’re remote, speak up. You can be direct but kind as you advocate for yourself. But if you assume your manager knows that you’re struggling OR that you’re succeeding, you might be wrong.
Try to keep regular hours and communicate that to your manager. Wait, hear us out on this… Remote work allows many to keep flexible hours and is even encouraged by some employers, but if a manager reaches out at 4:10pm with a last-minute question and you stopped working at 4:00pm, they may question you about that and subconsciously doubt your dedication. So be clear with your hours kept, even if it’s not 9 to 5, and if you can keep it regular, that will help you in the long run to remain accessible to your team. And as a bonus, if everyone knows your hours, they’re less likely to ping you during your afterhours.
Optional: Turn your camera on. If there are no accessibility challenges you’re contending with, keep your camera on whenever possible. People on-site have ample opportunity to let their personality shine, but remote workers don’t. So, IF it’s possible, use your camera as much as you can, even when you’re looking like a hot mess.
Optional: Show up in the office sometimes. If you’re in the same geographical area as the company’s offices and it is physically possible for you to show up, do it from time to time. Face time can be a huge advantage, so if the office is accessible and it’s possible, make yourself known. This one isn’t always possible due to physical restrictions or the fact that many people work from their RV or a truly remote location, but, when possible, it is a bonus act of visibility that can help crack the Zoom Ceiling.
Remote work has so many advantages not only to workers, but employers. But the emerging data regarding the Zoom Ceiling is a tremendous setback that we’ll culturally be addressing together in real time.
It is unjust that the responsibility to address the Zoom Ceiling falls primarily on workers right now, but in the long run, ethical employers will take steps to remedy the biases that have created this uniquely modern problem.
For now, be as visible as possible as a remote worker, and you’ll improve your odds of breaking that Zoom Ceiling!
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Employers are thinking about the future of their remote workforce
At no point in history has a remote workforce been such a figurative and literal lifesaver, with many companies weathering a global pandemic by keeping their people out of offices when it isn’t necessary. Attitudes about remote work have come to the surface along the way. Although the beginning of the pandemic was rough because there was no playbook, many executives are feeling the itch to call workers back, with 40% saying they’ll fire workers who won’t return to the office when that time comes.
These studies have well-documented the growing tensions between employers and employees and, like at the beginning of the pandemic where there was no playbook of established procedures, so to goes the reemergence from the pandemic. It’s going to be rocky.
Small- to medium-sized companies are already experimenting with hybrid options and staggered schedules to keep offices populated, but only minimally. Large companies are more prone to rapid blowback if they don’t get it right, so they, too, are experimenting without any sweeping proclamations of “come back or get fired.”
It is impossible to predict with accuracy what a 2030 workforce will look like, but it will most certainly include more remote work options than in 2010 – a silver lining in an otherwise tragic global pandemic.
We are, however, getting glimpses into what the future could look like as we peek into business leaders’ attitudes toward remote work.
Some want butts in seats, others are betting big on fully virtual and dispersed workers, while others are leaving it up to individuals. Let’s take a look at the wide spectrum of current attitudes:
Applebee’s franchisee email goes viral
First up, let’s dive into the viral Applebee’s franchisee email from March 2022. In Kansas, a director of operations at a franchise was placed on leave after a memo they issued internally went viral.
With the subject line “Why gas increase is good for hiring,” the director is applauded by several in the email chain for suggesting that skyrocketing gas prices could allow employers to lower wages, that it will “increase application flow and has the potential to lower our average wage.”
The reason this viral memo is so critical to the future of remote work is that hospitality and retail are experiencing their own growing tension with an abundance of open roles, and a growing ill sentiment towards workers that “just don’t want to work,” (a sentiment we strongly disagree with).
With workers being more empowered by employment options, employers that carry negative attitudes towards those workers and believe that butts in seats are the only metric for performance, are very likely to be exposed and to go viral. The tech sector is a good example of an industry that is absorbing the talent from hospitality and retail as negativity from some employers is making that sector less appealing to many.
This means more competition in the remote workforce as people explore their options. While some business leaders have an attitude that relies on taking advantage of workers, remote employers that are welcoming of a diverse workforce are already benefiting from the exiting talent.
Facebook ties salary to location and is fully invested in a virtual future
In 2020, Facebook announced that they want their workforce to log in from anywhere, declaring that remote work is the way of the future. The only catch is that their salary will be in line with their new location, so Valley workers moving to Huntsville, Alabama would see their salary slashed dramatically.
The move was early on in the pandemic and sparked other tech executives to adopt a similar policy, which trickled down to other industries and to smaller companies. But it is a move that has not been without debate or blowback. At first, it sounded great, but for someone already struggling to make ends meet in San Francisco may also struggle to make ends meet elsewhere when their pay is decided by a faceless algorithm.
Another move Facebook has made is an apparent Flag On The Moon moment, staking their claim on virtual reality and insisting it is how the world will experience all office life will be experienced in the future.
It appears that Mark Zuckerberg wants to be the king of remote work, hoping to win the talent wars and be the authority on how work itself has changed.
In a world where ping pong tables and free snacks are no longer enough to attract top talent, companies are looking for new ways to snag the best.
What companies are not telling you is that in more moves to attract talent, the pay still isn’t the primary focus. They’re still trying the old schtick of throwing shiny things your way in hopes that you’ll get distracted.
Remote work will eventually benefit from virtual reality workspaces, but it is currently not a possibility for full-time use – headsets are heavier than they need to be and get warm after a bit of time, plus no studies on long term effects have gone mainstream yet.
For now, it is still a novelty.
FinTech startup tells people to do whatever they want
Bingo. Many thoughtful executives are rejecting the notion that the number of hours you sit in a chair in front of them is how your results should be measured. It is not likely that this is the attitude that all CEOs will adopt, but it could definitely be a factor as other companies explore how business leaders are responding to what feels like could be the inevitable end of a pandemic.
(Note: Regardless of allegations against Price, prior to those allegations, he did inspire many employers to consider their position on the topic and to be sincerely flexible. It is why he is worth mentioning as a thought leader in regards to remote work.)
What to watch for next
Watch for a fracture coming to the corporate world as some CEOs will follow Zuck (let’s have distributed teams and use VR to connect!), others will follow Price (do whatever), while a growing number will require in-office work.
We’ll see the rift between the three camps widen soon, and the divide couldn’t come sooner. There are plenty of people that truly want (need) to work on-site and perform better in that environment, then there are those of us who are already sitting in the chair we’ll be sitting in regardless of who signs the paycheck.
This article originally appeared on Escapees.com as RVing as a Travel Nurse.
Travel nursing has always appealed to me, but I wasn’t sure it was possible once I was married and had children. I became a progressive care unit (PCU) registered nurse after having kids, and figured the travel nursing ship had sailed, or more appropriately, the RV had driven away. But that changed when I learned about a travel nursing family and began to research how I could make this work.
Finding the Right RV for Our Family
Once we realized we could make this happen, I set out to find a house on wheels that could accommodate myself, my husband, and our two children. Of course, it had to meet certain requirements since it would be our family’s full-time home instead of a weekend camper. We were leaving behind our five-bedroom, three bath home with a pool, to be semi-stationary for 13 weeks at a time, the length of a typical travel nurse contract. We ended up purchasing a fifth wheel with a bunkhouse.
My family and most other travel healthcare workers that travel with their families choose the RV lifestyle for a variety reasons, most of them similar.
You can provide consistency for your children which may ease the transition by always having your home with you.
You don’t have to pack up your whole household every three months, which is much more work when there is more than just you.
Sometimes you can find an RV park that is closer to nature than you would a short-term rental or hotel.
You get to travel the country in a much different way, sometimes being able to stop in obscure locations you wouldn’t stop otherwise but provide amazing experiences.
It’s usually a much easier way to travel with pets.
You get to be a part of an amazing RV community that can understand your nomadic lifestyle and make lifelong friends along the way for both you and your children.
Taking Our Family on the Road
Being a travel nurse with a family takes creativity, research, and a whole lot of courage as you begin life on the road. I eventually came across a few families on social media pursuing the same lifestyle. They became my gurus. I reached out over social media to ask more in-depth questions and gained valuable insight. I found my favorite travel nurse agency through one connection. I also found out locations that were great and not so great for a family. I got to ask how it truly affected their families both good and bad.
Your children’s education is important, regardless of what lifestyle you choose. When you decide to bring your kids into a life of travel, you have to think about things like how will your children be schooled? Will you choose an online school format, “unschool”, buy a homeschool curriculum, or piece together your own?
Another thing to consider is your spouse’s or travel partner’s needs. Will they work? If so, how will that impact your daily life? For us, it made more sense for my husband to quit his job and focus on homeschooling our children. However, it wasn’t as easy of a transition as I expected. He worked since he was 14, without a break, and being a perfectionist in his work made him a bit of a workaholic. We struggled with feeling like we were both contributing- he was uncomfortable not contributing to our family’s finances, while I didn’t think I could homeschool our children full-time. It took a few months of adjusting for us to find our groove in this new life, but we eventually did.
Transitioning to a life of travel, especially one that involves downsizing to an RV, impacts other parts of your family’s life. For example, do you, your spouse, or your children have hobbies you want to continue? How will you make time and space for them?
Travel Nursing and RVing
When you decide to marry your travel nursing goals with your dream of RVing, you are now part of two communities; those who travel full-time either employed or not employed, and travel nurses, who do not all live in an RV. When I started researching the lifestyle and how we would transition into it, I found that we didn’t completely fit into any particular category of travelers. I wasn’t a travel nurse who was single and staying in hotels or rentals. We weren’t a family who was choosing to travel full-time in an RV and travel whenever, wherever we wanted. There are a lot of resources for these types of travelers, some of which were helpful, but only some of the information applied to our situation. You, too, may find yourself benefitting from understanding both but will also not feel like you 100% belong to either.
Thankfully, with a little more research we found communities of travel nurses who live in RVs and even some who travel with their families. Tapping into these resources can provide advice or give you support as you navigate this lifestyle.
Finding More RVing Travel Nurses
I have found that social media is the easiest and most reliable place to seek information as a traveler. There is a Facebook group specifically for travel nurse families that is available now but wasn’t when I first started out that is such a helpful resource. I also started an Instagram account and follow #travelnursefamilies so I can continue to find travelers like us to connect with. There is a travel nurse Facebook group for many kinds of different travelers, even one for RV nurses and newbies where there are nurses to support you on your journey. Becoming part of these virtual communities have helped me:
Learn about hospitals to which I want to apply
Get advice on reliable RV parks near my assignments
Learn about desirable (and undesirable) cities to visit
Keep in touch with what is going on in the travel nurse community, and the larger RVing community
Develop my own community for my family
All of the resources I have mentioned have done so much for our RV travel experience. I have been able to find reviews through Facebook groups on all the hospitals I have applied for. This has kept me taking contracts at all traveler friendly hospitals because there are horror stories of one’s that are not. We also never considered going to New Orleans for a contract due to hearing about all of the crime through the news but I read several times over on social media that nurses loved their contracts there so we took the chance and guess what?! My kids can’t stop talking about how much they love New Orleans. It’s distinct culture and food provided all of us an experience we couldn’t have anywhere else in this country. Connecting with other travel nurse families in any way you can is helpful to find suggestions on places that will provide not only a great work experience for you but also an adventurous time for your family.
Other Aspects of RVing & Travel Nursing to Consider
When considering becoming a travel nurse you have several decisions to make and a lot to contemplate for all involved.
Who is joining you or not joining in your journey? Will you leave your family behind while you try out traveling first? Does your spouse have to stay behind for work? Are you taking your pets and will they be allowed in most RV parks?
How much money do you need to make to cover your expenses? Most travel nurse families choose life in an RV because it’s easier and more consistent. There is the option for an agency to organize living arrangements for your family in the form of an apartment, a hotel room or other rentals. There is also the option to take the housing allowance from the agency and find your own mode of living, which can give you more flexibility if you choose to live in your own RV.
What a lot of travel nurses seem to miss, don’t understand, or get told incorrectly, is that you must duplicate expenses if you would like to receive tax free stipends. This brings us to the finances and how salary works for a travel nurse. You can take your salary either by duplicating living expenses, which then qualify you for a taxed hourly rate plus tax free housing and meals or you take a higher hourly rate that is completely taxed. To duplicate expenses is to maintain a tax home in your home state and to also pay for housing in the location of your job. You should always seek a tax professional for advice on how to maintain both and be in compliance, legally. Your established home state is also where you keep your primary nursing license which is an important step to not forget.
Healthcare Travel Agencies
In travel nursing, there are usually agencies who will find your travel contracts for you. For most travel healthcare workers this seems to be the most challenging, and overwhelming, decision.
You can choose to find contracts on your own. This may leave you limited in your facility options. However, there are some facilities that only do their own staffing, so contacting them yourself is your only way to go there.
There are possibly hundreds of agencies with their own recruiting teams. Each agency and recruiter has their own benefits. These can heavily affect your decision. Find a recruiter you can trust, and with whom you feel you work well. Think of it as picking your own boss, but they work for you. Personally, I find it best you have at least a couple you are working with to give you more options.
What Is Your Why?
Perhaps the biggest thing to consider is why you want to RV as a travel nurse? Is it the travel, seeing the country with your family or alone? Is it the money to help you get out of debt? Or is it something else entirely?
Our desire to travel played a big factor in our decision. We love traveling, and as a result, spent a large amount of our budget on travel, whether it was quick weekend trips a few hours away or sailing through the Caribbean on a cruise. One day, we realized all the trips we had envisioned taking with our kids before they left our home were adding up, but our time with them was dwindling down. RVing felt like a way to better afford the time and expense of family travel now. Though it required us giving up the comforts of a stationary home (like our lovely pool and three bathrooms), our family has been able to see more of the country in the past 11 months than we could have otherwise.
You also need to consult your deciding partner in this matter. Do they have concerns holding them back from pursuing this lifestyle? I would say that I was all aboard the minute I came across this possibility, but my husband had some concerns. He had needed a career change for several years but, you know, something always comes up and he didn’t make a change. I figured I could make enough if we could reduce our expenses and he could homeschool our children on the road, or “roadschool”, but I had to bring the facts to our discussion to prove it. After talking it over extensively, and evaluating our options, we both agreed this would be a worthwhile adventure for our family.
As we’ve seen, the RV lifestyle has both it’s pros and cons as a travel nurse. Each person must decide for themselves what works best for their travel goals, career goals, and comfort. I am completely satisfied that we took the leap and made this our life. I’ve given our whole family experiences that we wouldn’t have had otherwise. Some travel nurses say that you shouldn’t jump into buying an RV until you know you will love travel nursing first, but I haven’t ever really followed any sort of typical standard in most things in my life, so why start now.
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Author
Cristina Jackson
Cristina Jackson travels the U.S. in a 41 foot fifth wheel with her husband, Nate, two children, Kaitlyn and Aiden, and their dog, Koda, while having her travel nursing career dictate their travels.Primarily working as a progressive care unit nurse but constantly expanding skills and units with each contract. She’s been travel nursing and living in an RV nearly a year, originating from their home in Queen Creek, Arizona.She loves being able to show her children history and locations rather than just read about them. Her family also loves the ability to spend a longer amount of time in each location and get a taste of becoming locals. You can follow Cristina and her family’s adventures on Instagram @raisingonroadtrips.
Even if “imposter syndrome” is a new term for you, it may not be a new feeling. Many job seekers and employees experience this at one time or another. Have you looked at a job opportunity and thought “I meet all those requirements… but can I really do this job? Will they see through me in the interview?” Welcome to imposter syndrome! Before you pass on something that could be a really great fit for you, keep reading to see how you can manage and overcome this to your own benefit.
How do you know if you have imposter syndrome?
Impostor syndrome is the belief many people have that they are not as smart or capable as others think they are. They think everyone else knows more than they do. It’s that nagging feeling that you’re going to be discovered at any minute, and everyone will know you’re a fraud, a glorified child.
If that sounds familiar, you might even ask yourself if you’re good enough to have impostor syndrome!
Fret not, it’s pretty common. And it can actually be a sign of good things if you do feel this way! Typically, imposter syndrome is experienced by people who are either of higher intelligence or who work hard at their accomplishments, and is especially widespread among people that surround themselves with brilliance instead of ignorance.
Some even link impostor syndrome to perfectionism. We would say it’s the opposite of narcissism, where there is a typically undeserved feeling of brilliance or accomplishment.
Now that you know your impostor syndrome is pretty common (even in the executive suite!), let’s talk about how to overcome it.
Keep reading if you think there’s no fix…
If you’ve read this far, you’re clearly interested in coping with your secret impostor syndrome. And part of you might be thinking there’s no cure for it.
And you’re kind of right.
Some people have dug their heels in so deep that impostor syndrome is almost part of their personality! It’s extremely common in cultures where humility is such a strong part of child-rearing that it invades many aspects of adulthood.
1. Correct yourself any time an “I might” comes up
When it feels like impostor syndrome is a part of who you are, we don’t want to lie to you like others might… there might not actually be a fix, so to speak.
A solid starting point is to reframe some of your thinking in a way that is healthier. You may still feel nerves during job interviews or meetings, and that may never change, but you can cope!
One method you can try is correcting yourself when you think or say, “I might…”
For example, your brain will tell you: “I might screw up this job interview.”
You tell your brain: “I will probably succeed in this job interview.”
It still allows your brain to cope with the unknown, and it isn’t so sugary sweet that you’re trying to trick yourself, it just flips a negative to a positive in a realistic way.
2. Therapeutic intervention might help
In the late 70s, a pair of psychotherapists put together groups of individuals with “impostor phenomenon,” as they called the budding theory back then.
The groups were assigned homework to help them reframe their thinking, but it appears that grouping people together was the real magic ingredient.
A group setting can help people to feel less isolated in what may seem like unique feelings. Psychotherapy is something many have found to help them when being severely held back by impostor syndrome.
You can ask your current therapist or counselor for their recommendation, and you can search Facebook for groups on the topic (trust us, there are tons) and find your comfort zone among connecting with others who think as you do.
3. Pretend you’re Gordon Gekko
Gordon Gekko is a fictional character from the movie Wall Street who famously said, “greed is good!” He embodies the worst of exaggerated stereotypes of white male executives in America.
Remembering that he’s a fictional character, we would like for you to pretend you’re him when facing a struggle.
Gordon Gekko will apply for any job he’s at least 30% qualified for. Those of us with impostor syndrome will only apply if we are 100% qualified.
So, pretend you’re Gordon Gekko. Don’t be douchey, just turn it up in your brain when facing strife.
4. Pretend you’re Michelle Obama!
Does it feel too gross to be Gordon Gekko? Okay, we don’t blame you. Maybe Michelle Obama is more your speed!
“”Here is the secret,” she advised, “I have been at probably every powerful table that you can think of, I have worked at non-profits, I have been at foundations, I have worked in corporations, served on corporate boards, I have been at G-summits, I have sat in at the UN; they are not that smart.”
Oh boy, I know *I* needed to hear that, how about you?
5. Jump into mentorship, stat
Just as finding a group setting so you know you’re not the only one feeling this way, finding a mentor outside of work can be productive.
Not only is a mentor invested in your success and isn’t in charge at your company, but it can also be helpful to have someone you trust to ask questions – a sounding board can provide clarity as to what is normal and what is not, in a non-threatening scenario.
Partnering with a mentor can also help you to reason out career moves before you make them.
Let’s say you’re going to ask for a promotion – a proper mentor will ask what you’ve done to deserve the promotion, how you have documented that, and possibly even ask you to practice your pitch to them, and then critique it. It is easier to assert your worth when someone you respect says you actually have worth.
There are proven methods for finding a mentor and being open to mentoring others can also be a tremendous boost while giving back. Join a mentor program for recent grads at the college nearest you or through an association you’re a member of and find ways to remind yourself that you might actually have something to offer!
6. Adopt a new mantra
Because impostor syndrome is often rooted in perfection, consider adopting a new repeatable mantra for yourself that can help when you’re struggling.
When deadlines arise, we may pick a project to death, discouraged when we cross the finish line that it won’t be as good as we’d hoped. In those situations, try one of these:
“Done is better than perfect” is an old saying that has somehow been attributed to Sheryl Sandberg, but it matters not who said it. Just get your work done, buddy!
Similarly, Voltaire said, “The best is the enemy of the good.”
If you want the fanciest of mantras, Shakespeare opined, “Striving to better, oft we mar what’s well.”
When it isn’t perfection holding you back, rather a general fear that you definitely don’t deserve that dream job, that raise, that promotion (or hell, accolades), repeat to yourself one of these:
“Feel the fear and do it anyway,” author Susan Jeffers proposes.
“This too shall pass” is a standard relief mantra that’s easy to remember.
“I let go of things outside of my control” can empower you to reject your stress and focus on what is actually within your control.
“I’m choosing to be happy” can trick your brain out of pestering itself during times of uncertainty.
7. Keep reading and listening, and apply what you take in.
Conquering impostor syndrome is not like taking an anxiety medication that calms your nerves. It isn’t fixed by a temporary moment of acceptance. It is a slow progression of improvement, slowly tricking your brain into a more positive mindset, even when you don’t think you deserve it.
If you’re interested in continuing this journey, there are tons of helpful sites, books, and podcasts on the topic to check out (which should tell you a lot, no!?):
Remember: You’re not the dumbest person in the room, you’re simply someone with self-awareness who pushes yourself to achieve. Relish in that when you can and know that the people around you are extremely likely to be feeling the same way!
There are pros and cons of remote work going mainstream.
In the very recent past, remote working changed forever. There has been a substantial influx of remote workers, of people who were forced into working away from an office. And it turns out that some ended up preferring it! The competition is tight, it’s tough. You gotta find new ways to stand out in order to land your dream RV job.
But the good news is that it’s not just an influx of remote workers, there is also a massive influx of remote job opportunities that are perfect for Rvers as employers see the benefits of moving away from sprawling office buildings. A forever-changed workforce that now expects work flexibility. To attract and keep top talent, employers are now offering more remote work options than ever.
In this new world of remote work going mainstream, you must advocate for yourself when you job hunt – “headhunters” represent corporations these days, not individuals, so you must become your own headhunter to gain a competitive advantage.
If your budget allows, hiring a high-quality resume writing service or career coach is ideal. The money you invest gets you past the learning curve your competitors are dealing with, and these people will best know the current hiring trends and what methods are landing jobs. It is a tremendous shortcut, but you still have to put in the work and apply for these roles.
Not all budgets allow for this, so you may have to expedite the process yourself and be your own advocate in this competitive environment, so let’s discuss how to do just this.
Here are 9 ways to rise to the top of the new candidate pool and snag your dream RV job.
Keep all eyes focused on applying your awareness of the influx of candidates AND open roles. This means addressing it in your resume, and in job interviews. You don’t need to avoid the topic for fear your interviewer will rule you out. Be bold and take it head on – it shows you’re not sticking your head in the sand, you have an awareness mindset.
Adopt a profitability mindset.
Nick Corcodilos of the Ask The Headhunter blog says, “There is only one rule for success in a job search, and almost no one follows it: You must prove, to the manager for whom you want to work, that you can do the job he needs to have done and that you can do it profitably.” Here’s how to be the profitable hire.
Be available.
If you are currently employed, unless it’s a toxic environment, stay put until you have that dream RV job opportunity lined up. But also understand that someone ready to start next Monday could beat you out for a desired role. Availability is one component of decision making for employers, and not just for starting date. Demonstrate your availability by being flexible with interview times, and by being responsive quickly via email. In this competitive environment, the early bird often does get that worm!
Start with folks you know.
Comb your LinkedIn connections for people at companies you’re considering applying for. If you actually know them, reach out! Many employers put emphasis on internal references, and if your friend or former coworker is willing to vouch for you, they may get a bonus when you start, AND you may get a foot in faster than a stranger. Seriously, don’t overlook this option.
Spice up your search with actual headhunters.
Don’t know any recruiters at third party firms in your industry or town? Time to hop on LinkedIn and find them – they’ll often have a website where you can apply to specific roles, and once applied, you’re in their database. Doing this may open invisible doors only they can see, so get in that database and connect with them on LinkedIn without being annoying. Network with them – most will be receptive if you’re a catch!
Act as a talent agent. (You want that dream RV job, right?)
For some people, it’s hard to say “I’m amazing, I’m the best!” If that sounds like you, acting as if you’re a talent agent (like actors have) representing someone (that just happens to be you) can be wildly empowering. So, at each step, ask yourself, “how would a talent agent phrase this to get me in the door, or close the deal?”
Over-communicate.
Follow hiring managers’ expectations, and never expect someone to drive the process or to be psychic. They can’t know that you’ll email by X date, so state it explicitly. Thank people by email or the channels they’ve established communications on. It sounds simple, but very few people do this, so it’s an easy way to stand out. This also helps demonstrate your reliability and communication skills, two things employers commonly doubt when hiring remote employees.
Pick the RIGHT job search engines.
You’re on one right now, but we’re one tool in your toolbox. You should never have to pay loads of money to see job listings (employers typically pay job search sites already), that’s why ours are free. Keep your security in mind – don’t just give your personal info to any ol’ site. First, you should look and make sure you’re not getting scammed… Remember, you may be giving your home address to an insecure source, so use caution. Can you delete your resume once you’ve found a job or are you permanently in their database? Look at the jobs – are they posted by employers (which is preferable) or just third-party firms? Are the jobs current or 90 days old? Peek around before wasting precious time!
Find your choke point.
Look at the timeline of your applications and where everything stops. If you aren’t getting any interviews, there’s a problem with your resume. If you aren’t getting called back after any interviews, those are the skills to focus on. Stress less about the entire process and focus strictly on your choke point. Think of it as levels in a video game – where are you getting stuck? Focus there to level up!
You have the competitive advantage
We love the analogy of a job search being like a modern video game – you won’t win the entire game in seconds. It takes time. It takes practice. And leveling up has everything to do with working on your strengths and uncovering your weaknesses.
To be your own headhunter and advocate for yourself in landing that dream RV job, you must adopt an awareness and profitability mindset. YOu must also think like your own agent whose income relies solely on you landing a badass job. Be available, over-communicate, connect with third-party recruiters and inside contacts at companies, use only the best job search sites (like ours, duh), and you’ll have the competitive advantage in the growing talent pool seeking remote jobs!
