30 Questions to Ask during Your Next Interview Remote-Friendly

04 May 30 Questions to Ask during Your Next Interview Remote-Friendly

We try and make sure the remote interview processs have at least 4 waking hours overlap with the rest of their team. We look for the same thing in all of our hires, but it is especially important for remote workers to be self-motivating, proactive and strong communicators. We also always start out with a trial/probation period for each new hire allowing the new employee to complete a larger project. We typically give the option during this trial period for the employee to work part time so they can continue on with any existing job they have until they know it will work out with us. This way, you can simply share the link with candidates so that they can book an interview slot that also works for them.

• This might feel like a conversational ice breaker question, but it’s one you need to answer thoughtfully.
• It’s up to you to decide if you’d want someone with experience or brand new to the opportunity.
• Another way to streamline the scheduling process is with Calendly.
• Employer of Record ensures full compliance when hiring team members abroad and takes the entire administrative burden off your shoulders, so you can fully focus on integrating your new hire into your team.

From sharing the job description to candidate updates, the Slack channel keeps everyone in the loop. While the opportunity to hire the best people anywhere in the world is incredible, hiring for a remote team does have its unique challenges. An interesting aspect to take into account is the role you’re hiring for.

Publish a hiring summary

We take this responsibility seriously, as we are in many ways the core guardians of Remote’s values and company culture. Our recruiting team strives to build a genuine sense of belonging and connection across a fast-expanding, truly global remote-first team. If you’re looking for a remote, hybrid, or flexible job, Remote can help. Check out our Choose Remote Toolkit now for a list of remote job boards, companies hiring remotely, and tips to advocate for yourself to stay remote in your current job. These findings can lead to valuable insights that will help you demonstrate the value you can add in the specific context of the organization. Your answers will seem more relevant, demonstrating your understanding.

When roles aren’t clearly defined or include way too many areas of ownership, you’ll soon find that your dream candidate doesn’t exist. We’ve learned a lot about hiring remotely over the last 10 years and have incorporated these learnings into a multi-step hiring process, detailed below. A hiring freeze – whether it’s due to a global crisis like COVID-19 or internal company processes – is an uncomfortable situation. Since you can rarely say for sure when the hiring process will start again, it’s best to be honest about it and show empathy towards candidates. Most articles about remote interviewing encourage you to test your tech before dialing in to a call–and for a good reason. Wasting an interviewee’s time while you fiddle with tech makes for a disappointing candidate experience.

Apply for Remote Jobs

If they can’t give a detailed list of what would make them successful, they should go back to the drawing board on why they want to work remotely. Tell me about a time when you’ve had to respond to a problem from a communication failure. Tell me about a time when you had to respond to a problem from a communication failure. If you still have trouble connecting, dial in from your mobile phone using the toll-free number in the interview invite.

Most interviews will turn the tables at the end, giving you the chance to ask the questions. Beyond any of the “usual” questions you might want to ask, make sure you ask some remote-specific questions, too. For example, if your performance is lagging, is it because you’re having a bad day, or is it because you’re not a good fit for the role? Pre-employment tests can help the employer objectively determine if you’re going to not only succeed at the job, but be happy in it, too. Don’t be surprised if you’re asked to take a pre-employment test for a remote position. When your team is fully distributed, supervisors and coworkers may miss some of the subtle cues that help them understand and assist you.

Make the decision and the offer

Hilde Prinse, former Operations Manager at Scribbr devotes a significant portion of her video call interviews to telling the candidate about the company culture. She knows that candidates in a virtual setting are looking for concrete examples and proof of a thriving culture. So be sure to talk about the atmosphere in the office, what lunch is like, the office rituals, etc. Hilde also used their career page to showcase their company culture to keen candidates. The right, remote-focused interview questions will help you assess the skills, abilities and experience of your remote candidates in a virtual setting.

For executive or C-level roles, it might be useful to schedule in-person interviews during the final hiring stage. You’ll be working closely with them and they’ll be driving many business decisions, so it’s crucial to build that more personal connection.

Once you’ve found a job you’re interested in, you’ve got to convince the hiring manager that they should interview you. This is where writing a customized cover letter and resume becomes important. Before you apply for any job, you should always do your homework on the company. And though you may think it’s harder to research a remote company or learn about its culture, that’s not the case. Not every job that says “remote” is going to be a good match for you.

• It’s good to be aligned on salary early so that if we get to the final stage with someone, we can make an offer they’ll be excited about and more likely to accept.
• “Because almost all communication is done via Zoom, Slack, and email, how well a person communicates via those mediums is even more important,” Leech says.
• At some point during the interview process, the employer may also ask you for your location—even if your job is entirely remote.
• The hiring team considers the project score combined with feedback from earlier stages to decide who moves on to the final stage.
• This helps us stay inclusive and avoid the traps of bias that can be difficult to spot in the moment.