It’s especially important to conduct multiple interviews with a candidate who’s never worked remotely before to identify any red flags before they become disasters. But we’ve found this is the only way to make sure it’s a great fit - and each stakeholder tends to be good at picking out certain qualities or characteristics, so something one interviewer missed can be caught and highlighted,” she says.
“We involve as many people as we possibly can it’s incredibly intensive. Sciortino says involving HR, line-of-business managers, colleagues and executives makes for a much more thorough and comprehensive interview process, as each stakeholder will be on the lookout for different qualities, strengths and weaknesses. Sciortino and eaHELP go beyond the typical one phone screening, one on-site interview hiring norm, and conduct multiple interviews involving numerous stakeholders to make sure a candidate is truly the right fit, especially when hiring for a remote position.
Many companies also require that candidates meet certain minimum technology requirements, including things like a reliable, high-speed internet connection with enough bandwidth to do video calls, Wi-Fi, a smartphone and a computer with minimum speeds and operating system versions, she says. Do they have a webcam? Can they operate it? Can they figure out different video and collaboration platforms - like GoToMeeting, Zoom, Skype?” she says.
“All of our interviews are done via webcam, both to assess body language cues and to check someone’s basic technical capability and ability. Often, candidates who’ve worked remotely before will have many of these qualities, so it’s important to start by asking them what their previous remote work experience was like, says Tricia Sciortino, president at virtual assistant outsourcing firm eaHELP. You need to emphasize constant communication, availability and collaboration skills, as well as the ability to work independently, to solve problems and resolve conflicts and be able to gauge productivity,” says Madhav Bhandari, head of growth at cloud productivity management and time tracking software company Hubstaff. “There are some differences to look for when you’re hiring remote workers. In addition to the usual questions about knowledge, hard skills and experience, interviewing candidates for a remote position must take into account commitment, ability to work independently, oral and written communication skills, conflict resolution, motivation and technology prowess. Interviewing remote workers is much different than hiring for a traditional, on-site position.
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