If you're creating an online team, you'll need reliable, self-motivated employees with the capabilities necessary to get things going. These are essential qualities for all employees obviously, but they're essential for those who will work from afar.
It's not always practical to meet with candidates online in person. How can you ensure you're selecting the right person for the position and the company's culture?
The process before hiring remote workers might not be similar to the standard method of selecting candidates in person; however, this doesn't mean you have to cut corners. The candidate you select should possess the same abilities and characteristics you'd expect from people who work with you in your office daily. In addition, he or they must be highly self-motivated to perform well in a virtual setting.
Do not skip Face-to-Face contact.
If interviewing candidates in person isn't feasible, make arrangements for an interview via video using Google Hangouts, Skype, or any other web-based videoconferencing tool.
This lets you evaluate non-verbal cues the same way as in the real world. If you hear a candidate say that they're friendly and have exceptional customer service but fail to smile or even make eye contact, this is an indicator that you'll be happy to have spotted before offering them a job.
Ask the Behavioral Question
Not all people are suited to working on their own as independent as remote work requires. One candidate might appear suitable for the position on paper, but he will have trouble in a virtual group's unstructured work environment.
You'll need to ask specific questions that show behaviors like control of time and self-direction. A few examples of great behavioral interview questions are:
- What is your primary motive?
- Do you remember when you were required to complete a task with little or no guidance? How did you manage to stay focused?
- The job is often a case of juggling several deadlines simultaneously. What qualifies you to handle this? Could you provide an instance?
- What do you need to know about managing your time? Remain organized?
Test Their Skills
Anyone can boast of having outstanding project management abilities or top-of-the-line capabilities as a web developer. However, you'll need to ensure they are equally effective under stress.
Try putting their skills put to the test by asking them the task of completing a project. This will give you objective evidence of their skills and a better idea of what you should expect when a candidate begins working tomorrow.
Introduce them to the Team
After you've narrowed the pool of candidates to the top candidates, It's important to seek feedback from other candidates, especially those with who the candidate is likely to be in close contact.
Zapier, a firm specializing in integrating applications on the web, is a distinct method to finalize hiring. The hiring manager requires candidates to write a short presentation on a subject of their choice. They then give it to up to 15 team members through Google Hangouts.
Team members can then inquire about the candidates and have conversations with potential employees to learn more about them. This helps everyone understand how the new employee will be a good fit in the company's culture and culture, a crucial yet often ignored aspect to consider.