Many companies offer remote positions on a regular basis. Right now, in the middle of the COVID-19 pandemic, it’s even more common. Globally, the majority of companies are still working from home and doing as much as they can remotely to adhere to social distancing guidelines and recommendations. Hiring someone for remote work is very different than hiring someone for office work. There are different personality traits and qualities to look for, different sets of questions to ask. Here are some best practices around hiring for remote work, things to be aware of and note.
Hiring for a remote position work looks much differently than hiring someone for in-person work, you’re actually looking for a completely different type of person. They need to have the ability to work remotely, which doesn’t mean that they have the equipment (laptop, phone, etc.) to complete the tasks at hand, it means they have the wherewithal to get their work done independently. People who work remotely do not need to be micromanaged, they have the discipline, experience and motivation to do work on a daily basis. They are “go getters.” While independent, they do not run off and sit in a corner and lock themselves in a room to work because to successfully work remotely, you also have to be highly communicative. So these people must put a premium on communication and be willing and able to communicate effectively with co-workers, clients, managers, etc.
When you conduct an interview for a remote position, typically you are using video conferencing or telephone conferencing. You’re not sitting down in a room with that person right in front of you. Video conferencing is highly recommended because you can glean information from people’s facial reactions and expressions, as well as watch body language to see how various situations are handled. It also allows you to see if they dress appropriately. The interview may not be in person, but it’s still an interview. It’s a business meeting, and attire matters. How they dress can be an indication of how seriously they take the job.
Video also gives you a small window into their personal situation, you get to know what type of a person they are, you can see if they are organized or not by the clutter (or lack of) on their desk, what kind of artwork is on the walls, if any. A highly disorganized person might come to an in-person interview looking a bit disheveled. The same applies to a video interview. If organization is a key part of the job and you can see that this person is not highly organized, you may question if they are right for the position. The video conference is an important first impression for both parties.
Once you’ve gotten through the first impression and you feel this person has the experience to be a fit for the position, it is also important to then give a sample work assignment test. This isn’t real work, it should not be something you need to actually get done in your business. Create a sample of something they would be tasked with doing on a regular to semi-regular basis. Give them a deadline and see if they not only complete the task correctly, but also meet the deadline given. This will tell you if they are responsible and what kind of work they will produce. It may also be helpful to have the interviewee talk about their experience in their own words, see how it resonates with their resume. Ask pointed, thoughtful questions to gain an understanding of how they think.
Another important piece of the interview process is allowing the interviewee time to ask questions, as well as discuss experience with remote work. If they have experience, give them a chance to tell you how they work, what their style is like, their communication preferences. This will help determine if they are a cultural fit with your company, with the people they will work with on a regular basis. What questions and concerns do they have? Do you communicate well and understand each other? What time of day does this person plan on completing assignments and does that match with management for communication purposes? If you work 9-5 every day and the person you are interviewing works best 12-7am and is going to have a lot of questions, it’s probably not a match. Not everyone is going to have the same schedule when working remotely, but there has to be some overlap for communication. Expectations for scheduling should be set early.
It’s a good option to contract someone you hire for a remote position to see whether the person you hire is going to work out long-term and what their work ethic is like. Remember, the expectations around remote work are more around touchpoints and efficiency and less around everyone running in a pack together. When conducting interviews for remote positions, you are looking for someone who is independent but also communicative. Hiring for remote positions is very different than hiring for an in-person position. Following the guidelines above will ensure a path to success!