Interviewing a remote staff worker is so much more different than interviewing a traditional, on-site person for a permanent position. Apart from the usual questions about knowledge, technical skills, experience and overall caliber, interviewing candidates for remote IT work includes scanning their communication skills, commitment, their motivational triggers, and tech prowess. There is a lot more than what usually seems to be the case here.
Their availability, collaborative skills as well as their ability to work independently with expertise and their power to solve problems rationally; all of these factors have to be kept in mind while gauging a prospective candidate’s productivity.
Well, it may not be possible to understand a prospect completely but here are some tips that can help you interview the right IT remote employees for your project:
Remote Work Experience: Though previous remote work experience does not really highlight a candidate’s suitability. It can be useful to understand their comfort level and the level of reliability you could place on their work. It can help you understand where exactly did they start with their tech work and to know if they are a pro at what their expertise is. The response you get can help you tailor the rest of the interview. If they have the right attitude and skillset and are used to working without on-site supervision, it indicates that you could possibly move to the next part of the process.
Ability to use various tools: Collaboration apps, emails, time management skills and tracking software, messaging apps, video calling and conference over calls; these are all important and necessary part of a remote worker’s toolset. It must be made mandatory for all remote workers to have a basic ET of such tools and make sure that all interviews are conducted via these to test them indirectly. This will help you assess the candidate via cues and to check their basic technical capability and ability. Can they operate the tools? Are they comfortable using software that are already being used in your organization by the existing remote workers? Do they have minimum tech requirements back at their personal workspaces? These questions must have positive responses to make it a successful collaboration.
The workspace: Though many of the prospects aren’t equipped with an office like the setup, many of them manage to create quite an acceptable work area back home. Even then, make sure that they have some space devoted to work alone. This could be a study, a table or a corner of their room with their space set. This determines how they switch on the ‘work’ mode in them.
Managing conflicts or issues while working remotely: In order to establish a successful team that will help you attain your ultimate goals, it is necessary that you focus on communication and collaboration. These are vital to make sure that a candidate can handle the many little issues that are bound to crop up at work, smoothly and tactfully. Managing conflicts with coworkers, subordinates, seniors, and others is critical for remote workers who are used to working alone. As a recruiter, it is your responsibility to find out how comfortably they would handle a situation given such a crisis might erupt at any given point of time. Would they be smart and polite enough to settle the issue or do they have a rash approach that may make things worse? A peek into their personal conduct is necessary to evaluate this factor.
Meeting Deadlines: A common misconception about remote workers s that they are excellent multi-taskers and are capable of handling their housework, personal lives, and emergencies. While it is true that many of them can manage and dabble well, it does not just happen due to their ability at multi-tasking but due to their excellent work management strategies. It is important that you discuss their time management abilities and other work completion strategies beforehand in order to know their quality of work and punctuality. Candidates who stick to a schedule call for a better work ethics. You may simply ask them questions about how did they manage to handle a tough work situation and the times when they coped with stress due to strict deadlines. Their stories of victory can help re-affirm your choice.
Time tracking software: Most remote workers have a strange problem – their switch on and off time. Some remote workers find it difficult to keep track of time and continue working even after the day is over. On the other hand, some lose track of time and lag at work. Time tracking software are a great way for both remote staffs and their respective managers. Most managers and remote staff swear by the amount of productivity they have gained by using tracking software that time-track, check their daily, weekly and monthly tasks. Some of them use these software to keep track of the communication, project documentation, and status updates. It passes on a sense of being under perfect and efficient control.
Connecting with what’s trending: Passion for a role is often tested by comprehending a candidate’s interest in that particular field. You may be able to gauge a lot from a potential’s curiosity and willingness to learn. It will help you determine whether the prospect is interested in the work and if their ideology matches with that of your organization. You could try to know a bit more about their interests, the blogs they read, the Twitter accounts they follow. These factors reveal a lot about a candidate and their real interests.
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There is no scientifically proven technique to reach the right candidate and conduct a perfect recruitment. It takes a lot of subjective analysis and evaluation to make it. You will first have to understand and define your core beliefs and then search for a candidate who can match your organization’s work frequency. It will help you hire and work towards a quality oriented yet an independent and efficient team of remote workers.