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Remote Hiring: A complete guide

Companies are more willing to take a chance on a short-term contract worker. Plus, your temporary job may evolve into a full-time role, or give you the remote work experience that other employers are seeking. Emphasize your qualifications by matching your skills to the requirements in the job listing, but don’t forget to highlight any remote work experience.

remote interview process

If your home office isn’t really the most sophisticated backdrop, you can blur it in the settings. This communicates friendliness and shows that you’re engaged and interested in the conversation. To do so successfully, make sure to communicate all the info with the candidate beforehand so you can both be ready to switch to mobile in case everything else fails. One of the best and simplest ways to prepare for the worst is to switch to mobile phones. This is why it’s paramount to have a solid backup plan in store for emergencies. Unfortunately, this doesn’t insulate you from all incidents that can happen, such as computers crashing or internet connection lagging.

What We Learned From a Year of Virtual Retreats

As a virtual technology company, we understand these challenges firsthand. Our workforce operates entirely remote — we have team members working from anywhere with WiFi. In 2020, we hired over 100 employees through our virtual interview process, and in many cases, we didn’t even see the new hire’s face until after they were brought on-board. Working remotely comes with its own set of challenges, and you’re going to get both experienced remote workers and people new to this way of working reading your job description. So, you need to make it clear what skills you’re looking for in your remote candidates, including things that might be obvious to you.

  • As with the entirety of our product and company, this process is always a work in progress.
  • For example, founder and CEO at SmartBug Media, Ryan Malone, notes that it’s important to measure candidates’ resilience as well as their ability and willingness to work remotely.
  • But if you start your process the other way, and throw up too many barriers too quickly you’ll never know who you’re missing.
  • If they are turning up to work remotely every day because they have to, it won’t work.
  • In the end it’s all about, finding a candidate who is a great match for your company without letting the challenges of remote hiring get in the way.

When executed right, remote interviews can facilitate more openness and authenticity than in-person interviews. When the remote interview is over, continue leveraging technology to gather additional information about the job candidates. For example, consider sending a post-interview questionnaire to narrow your candidate pool. The right tools can streamline your process for conducting a remote interview. You can use tools like Zoom, Google Meet, Skype, or GoToMeeting to conduct them.

The infrastructure to power borderless teams

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.

  • The approach would be roughly the same, with video calls replacing the in-person meetings.
  • Another great silver lining to remote interviewing is the potential to observe how candidates act instead of evaluating how they say they act in specific work situations.
  • I indicated that I applied for customer service, as this was what was advertised and she said customer service positions will not be available for a very long time.
  • We get right to work with some of the behind-the-scenes action items like getting laptops ordered, setting up tools and access, and planning first day logistics.
  • Hiring managers should be mindful to share practical details about how the remote interview will be conducted, which relieves any uncertainty around the interview process.
  • Whilst video conferencing can help, it will never replicate being in a working environment with colleagues .

But, with an interest in hiring global candidates, comes the need to develop a successful remote interviewing process. During a traditional interview, a candidate has a chance to see your offices, interact with some other members of your company, and start to get a feel for your company culture. But during a remote interview, all they may see of your company is you and the background behind you.

Tip #8: Ask authentic, concrete questions

Read on to discover our top tips on designing a smooth and effective virtual interview experience for everyone involved. This inevitably begs the question of whether your organization has what it takes to conduct virtual interviews effectively. Your post-interview communication is a critical factor that impacts your company’s brand. Not getting back to candidates — or leaving them waiting for weeks without communication — could create a negative impression. Let them know your hiring decision as soon as possible to protect your brand. One of the biggest challenges of remote work is the lack of serendipitous interactions people have in the office, whether it’s around the water cooler or bumping into a colleague in the elevator.

How is a remote interviewing process different from an in-person interview?

An in-person interview is a formal meeting with one or more interviewers who ask questions to a candidate where the candidate needs to be present on site. On the other hand, a remote interview is also a type of in-person interview but can be done through video calling applications such as Skype, Google Meet, Zoom, and InterviewStream.

We immediately want to do a Zoom video call and set the precedent of how we operate as a company. We have a relatively extensive hiring process for such a small team. Our process is fairly rigorous — and “standard” — but, we do really want to ensure that new staff can thrive well in a remote environment. The approach would be roughly the same, with video calls replacing the in-person meetings. One more thing might be that we are very cautious about hiring anyone who does not have a strong enough job coach to guide them. We can identify people better now who have a high risk of just not being able to make it in our company and we stop ourselves from hiring them if they don’t have someone capable to guide them.

Remote’s commitment to total transparency for onboarding, response times, and more

From the questions candidates ask, we get a sense of their depth of skill, how they think and communicate, and prioritize what to learn in a new situation. We’ve found no better initial activity to evaluate who’s ready to work in the 21st century than this one. And, while we learn a lot about the candidate, candidates get a sense of our strategy and direction, acumen, and what we’re like to work with. Use the tips provided in this blog post to design a productive virtual interviewing process and a positive experience for your candidates. Another great silver lining to remote interviewing is the potential to observe how candidates act instead of evaluating how they say they act in specific work situations. However, the virtual environment also lends itself to better psychological safety, in a way.

What can I expect from a remote interview?

During a remote interview, the interviewer and interviewee are sitting inches from one another's faces. The screen creates a sense of psychological safety that may allow people to open up more than they might in person. Employers can lean into this phenomenon to draw candidates out more quickly.

Our recruiters speak to our remote work setup and process and what to expect. We also encourage our interviewing teams to have someone included in the interview remote interview process stage who also is a remote worker. And it’s always great to know that even a rejected candidate still has positive things to say about our process.

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