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How can you identify the right candidate for a remote position?

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Hiring the right candidate for a remote position can be challenging, especially if you are not used to conducting virtual interviews. You need to assess not only the skills and qualifications of the applicants, but also their ability to work independently, communicate effectively, and adapt to different situations. In this article, you will learn some tips and strategies to help you identify the best remote workers for your team.

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Jade Pitman, SHRM-CP

Talent Acquisition Leader & Human Resources Professional | Talent Huntress, obtaining a magical team, one unicorn at a…

1 Define the role clearly

Before you start looking for candidates, you need to have a clear and detailed description of the role you are hiring for. This will help you attract the right talent and filter out those who are not a good fit. You should include the main responsibilities, expectations, goals, and benefits of the position, as well as the skills and experience required. You should also specify the level of autonomy, flexibility, and collaboration that the role entails, and the tools and platforms that the candidate will use.

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Jade Pitman, SHRM-CP

Talent Acquisition Leader & Human Resources Professional | Talent Huntress, obtaining a magical team, one unicorn at a time!
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Just as you would for an onsite position, you will start with flushing out the main responsibilities. What will the expectations of the position, goals, and benefits of the role? Just like an onsite role, you will need to specify the level of autonomy, flexibility, and collaboration that will be required for the specified position. It is also important to list the tools and equipment needed for this position. You will be provided with one laptop and two monitors; ensure your setup is equipped with allowing for such equipment. You will also be responsible for maintaining a proper home workstation, high-speed internet, landline phone service, etc.

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2 Screen the candidates carefully

Once you have a pool of applicants, you need to screen them carefully to narrow down your options. You can use various methods to evaluate the candidates, such as resume reviews, phone calls, online tests, or video recordings. You should look for evidence of their relevant skills and achievements, as well as their remote work experience and preferences. You should also check their availability, reliability, and compatibility with your company culture and values.

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Jade Pitman, SHRM-CP

Talent Acquisition Leader & Human Resources Professional | Talent Huntress, obtaining a magical team, one unicorn at a time!
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Screening candidates for onsite or remote positions, I would continue to use the screening process that works for you and your organization. I start my screening process with a resume review, shortlisting candidates, then a second thorough resume review, and finally select the applicants you plan to invite to a phone screen. When considering a remote phone screen, you should ask more questions specific to the remote position. Including, "Though this is a remote position, you will still be responsible for conducting a typical 8-hour work-day in a quiet area, with minimal distractions". Set the expectations early on then when the first day or offer comes there are no surprises.

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3 Conduct structured interviews

The next step is to conduct structured interviews with the shortlisted candidates. You should prepare a set of questions that cover the key aspects of the role, such as technical skills, problem-solving, communication, collaboration, and motivation. You should also ask behavioral and situational questions that test how the candidates would handle specific scenarios or challenges in a remote setting. You should use a video conferencing tool that allows you to see and hear the candidates, and record the interviews for later review.

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Tim Freestone
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Structured interviews are the best way to interview candidates, whether it's for a remote role or an in-person role. Structured interviews basically mean that each candidate is interviewed in the same way. They're asked the same questions, in the same order, for the same amount of time, by the same interviewer, with a clear scoring rubric per question etc. Structured interviews help because they limit the bias that can take place. Yes, ultimately it's still a human grading them, but they are at least bounded by the rubric and framework that's in place. By running a structured interview, you can help ensure each candidate is measured the same way, which makes their results easily comparable. This then helps you identify the best candidate.

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4 Assess the candidates objectively

After the interviews, you need to assess the candidates objectively and compare them based on the same criteria. You should use a scoring system or a rubric that measures the candidates' performance on each question or skill. You should also consider the candidates' personality, attitude, and fit with your team and culture. You should avoid bias and focus on the facts and evidence that support your decision. You should also solicit feedback from other interviewers or stakeholders who were involved in the process.

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5 Verify the candidates' references

The final step is to verify the candidates' references and confirm their credentials and background. You should contact the previous employers or clients of the candidates and ask them about their work quality, results, strengths, and weaknesses. You should also ask them about their remote work habits, communication style, and collaboration skills. You should also verify the candidates' education, certifications, and portfolio if applicable. You should look for consistency and accuracy in the information provided by the candidates and their references.

By following these steps, you can identify the right candidate for a remote position and hire them with confidence. You can also improve your interviewing skills and optimize your hiring process for remote work.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jade Pitman, SHRM-CP

Talent Acquisition Leader & Human Resources Professional | Talent Huntress, obtaining a magical team, one unicorn at a time!
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When employing a remote employee, it is vital to create an environment of inclusion right away. Check-ins for your remote individual and other teammates, the last thing you want this person to feel is that they are alone in the role. Kickoff conference calls, manager and employee-on-ones. During the onboarding time, it is essential for the employee to feel like they are a part of the team.

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How can you identify the right candidate for a remote position?

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3

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6

1 Define the role clearly

2 Screen the candidates carefully

3 Conduct structured interviews

4 Assess the candidates objectively

5 Verify the candidates' references

6 Here’s what else to consider

Interviewing

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How can you identify the right candidate for a remote position?

1

2

3

4

5

6

1 Define the role clearly

2 Screen the candidates carefully

3 Conduct structured interviews

4 Assess the candidates objectively

5 Verify the candidates' references

6 Here’s what else to consider

Interviewing

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