In today’s global market, employers are increasingly turning to remote workforces as part of their employment strategy. This necessitates a level of trust in remote personnel as effective self-starters. Recruiters’ questions must cater to screening these soft talents.
Contrary to popular perception, remote work isn’t all jammies and coffee shops. Working remotely entails getting the task done and remaining productive throughout the day, every day.
You are aware of this as a remote-friendly employer. Applicants may, however, apply because it is remote rather than because it is the perfect employment opportunity for them. Not everyone can manage remote work, even if they have the necessary skills and expertise.
11 Interview Questions to Ask Remote Workers
Here are some questions to ask potential remote workers during an interview:
1. Have you ever done any work from home? What were some of the difficulties you encountered?
Even though some candidates love the concept of working from home, they are unaware of the realities. First-time remote workers, for example, may be surprised by the transition. If the answer is “yes,” ask, “What makes you want to work from home?”
Follow up with, “What were some of the hurdles you had when you worked remotely?” if the candidate has worked remotely, even if it was only once in a blue moon. As a remote employer, you’re well aware that remote employment isn’t always as glamorous as the stock photographs portray.
2. What motivates you while working from home?
This may seem like an odd thing to ask, but it’s critical to understand why someone is looking for remote work. People who desire to be at home to care for elderly parents or children may have limited hours to work or they may have to work amidst distractions.
If someone says they are more productive working from home or that they appreciate the notion of working without the geographical mandates, they are framing their response in a way that emphasises the professional benefits of remote work. This demonstrates that they have a serious focus on their profession and may prove to be a valuable employee.
3. Have you ever worked with a team that was dispersed? Or, How will you handle the difficulties?
When the team is not together, getting an answer when you need it is more difficult. There is no “office” to visit, and not everyone works the same hours. When the staff is spread across as many as 24 time zones, it can take up to a full working day to get a response.
How will they obtain the information they require? What if it’s a life-or-death situation? Finding out how they will handle the scenario will reveal their problem-solving and solution-seeking abilities.
4. How would you rate your technological abilities?
Employees must feel comfortable using and troubleshooting whatever hardware and software you supply. Your team will not have easy access to tech assistance as a remote team. So, what happens if their computer crashes or the virtual conference fails?
5. How do you intend to communicate with a distributed team?
Inquire about the candidate’s communication style with the team and their comfort level with various communication tools. Do they exclusively communicate via email? If so, what’s the reasoning behind it? What about leveraging virtual meeting rooms for real-time communication? What about using chat rooms?
6. What methods do you use to stay focused on your tasks?
Asking candidates how they stay focused on tasks currently (regardless of where they work) will give you insight into how they would deal with interruptions as remote workers.
7. What challenges do you expect to face while working remotely and how will you address them?
People who have never worked remotely have never faced the specific problems that come with it. “I’m afraid about feeling isolated,” the person says, “but I’m going to take a sculpting class,” indicating that the problem has been addressed and a strategy for coping with it has been devised.
8. What do you enjoy about working in an office and what do you despise about it?
Some people need the office environment and the presence of coworkers to produce their best work, which is an often ignored but critical feature of remote work. Regrettably, not everyone considers this before making the switch to remote work.
9. What was the most difficult project you’ve ever developed and implemented?
Employees that work remotely must be highly motivated. It’s easy for workers to become sidetracked or lose their drive when they don’t have a manager nearby (or whizzing by their desk). When there’s nothing else motivating them – except themselves – the answer will speak to the candidate’s motivation and ability to get the job done.
10. Tell me about a time when you took a chance and failed. What did you discover?
Applicants must be flexible, open to recommendations, willing to experiment and try new things, and willing to learn from their errors as the newest team member. Inquiring about a specific example will provide you with insight into the candidate’s working style.
11. How do you unplug from work?
Inquire about how applicants plan to organise their days, take proper breaks, and leave when it’s time to leave. If you want to avoid burnout, you need them to focus on tasks during their work hours just as much as you need them to have balanced lifestyles.
Asking the correct questions of any applicant can reveal a lot about who they are as a person. It’s no different when it comes to hiring remote workers. However, asking remote-specific questions will assist you in determining whether or not they are the perfect remote employee for your team.