The majority of job interviews out there involve an exchange of some standard and expected questions; as well as a few of the most commonly asked behavioural interview questions thrown in, just to be safe.
Choosing the right candidate for a job is the main goal, but how the job of recruitment gets done has significantly changed in recent years due to the ever-evolving nature of our daily lives.
If you’re looking to hire employees who can effectively navigate remote work, teleconferencing, collaboration tools, etc. — I have some great questions you should think about adding to your list!
Here are The 5 Best Interview Questions To Ask Every Remote Job Prospect:
Whether remotely or in an office, knowing how candidates work (and how they work best) really matters. It’s also crucial to understand how they overcome the challenges that remote work poses.
In the times in which we’re living, a video interview should also be an absolute requirement. This way you’re able to see how they present themselves, and how their office space is structured.
An unstructured space is not necessarily a problem; but in general, those who have worked to set up their space in a way that effectively works for them usually perform better.
This is clearly a question for more of a leadership role, but it’s something that can be applied to any remote position. In other words, what steps has the potential prospect taken to stay connected with their colleagues and employees? How has the person taken informal leadership steps to help others be as engaged and collaborative as possible?
The best remote workers take initiative and perform well with minimal supervision. They also make fantastic team players without outrightly being asked to step up.
Of course you can ask about how familiar the candidate is with online collaboration tools such as Zoom, Slack, and Teams; but the majority of people usually already do have good background experience with the most common communication platforms out there.
This question pushes a little bit deeper, and can provide valuable insight into the candidate’s underlying strategy and perspective on working remotely. Cameras, microphones, chairs, desks, and any other useful devices might be answers to look out for. (Let’s be honest, anyone who doesn’t mention a good chair, for example, clearly has no real experience working remotely!)
Now this is an awesome question for any position — remote or otherwise! Organisations these days are flatter, and communication is more dispersed. As a result (online communication tools aside) getting help and guidance from other employees can often prove to be more difficult.
Also, remember, lots of people don’t like asking for help for fear of being seen as inadequate!
It’s important to know if someone is willing to reach out and ask questions, or do research when they’re unsure as to how to go about tackling a problem. There is nowhere this matters more than when working outside of the office.
Some candidates might tell you that this is not an issue for them. Maybe they’ll insist that they don’t stop working until they have finished everything that they need to complete. They might even hit you with: “Oh, work-life balance has never been a problem for me! I love to work.”
These answers might be true — but it’s unlikely!
In fact, you actually don’t want those answers to be true. Having a work-life balance will lead to healthy, happy, and fulfilled employees; ultimately resulting in decreased stress, higher engagement, and greater productivity! Now that’s really winning.
Amazing employees implicitly know this. Amazing leaders know it, too; that’s why they do their best to foster an environment that helps make things possible for all of their employees!
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