Listed Below Are 7 of the Most Frequent Blunders Made by Hiring Managers During Interviews with Prospective Remote Workers

When recruiting for remote positions, it is essential to have a comprehensive and rigorous recruitment process, to trust your intuition, and to consider the candidate’s compatibility with the company’s culture. Through my 25-plus years managing remote teams, I have observed that the most frequent mistake made during the interview process for remote employees is not taking into account the fact that they will be working remotely instead of in a traditional office setting.

Working remotely requires a particular set of skills which not everyone is able to possess. It is a mistake to assume that an employee who is successful in an office setting will also be successful when working remotely. It is important to consider that not all employees have the capacity to work without direct supervision for a full working day, five days a week. Additionally, some individuals may require regular interaction and communication with colleagues in order to perform their jobs effectively.

It is widely acknowledged that hiring the wrong individual for a job can be a costly mistake for a business, and the statistics collated by CareerBuilder suggest that it is a problem that is far from uncommon. In fact, 74% of businesses report that they have experienced an instance of making a bad hiring decision at some stage. Even the most highly regarded organisations have found themselves in a situation where their judgement has been proven to be erroneous.

It is not necessary to continue to endure these unpleasant experiences, if you do not wish to do so. To ensure successful interviews with potential remote workers, here are seven common errors to be aware of and avoid:

Start over:

  • Interviewing Prospective Global Remote Workers? Don’t Make These Mistakes
    • Lack of a Telephonic Interviewing Procedure
    • Inadequate Resources
    • Without knowing the interviewee’s identity.
    • Rapid Evaluation
    • Comparing the Performance of Remote and on-Site Workers Using the Same Criteria
    • Incorrect Queries
    • Failing to Provide Feedback After Receiving It
  • How to Succeed in Remote Job Interviews and Hire Workers Around the World

Interviewing Prospective Global Remote Workers? Don’t Make These Mistakes

1. Lack of a Telephonic Interviewing Procedure

It is essential to approach remote employee interviews with a completely open mind and leave any preconceived ideas at the door. One of the most frequent mistakes seen in virtual interviews is to assume that the process should be identical to that of a face-to-face interview. This can be a difficult concept to grasp as often, it is not clear what skills and qualities are necessary for the successful remote employee.

It is recommended that businesses currently operating with traditional recruitment practices should review their procedures and identify potential ways to adapt to accommodate applicants who are located at a distance. This advice is specifically targeted at organisations that have yet to experience the benefits of remotely located employees.

In traditional recruitment for office positions, the process often involved interviewing prospective employees in person and administering various assessments. Being able to observe body language and facial expressions made it simpler to form an opinion of the candidate. Although this kind of evaluation is more challenging in a remote setting, it is still possible. Pay close attention to the way in which the applicant communicates in order to determine whether they are a suitable fit for the role and organisation. To ensure a successful recruitment process, here are a few tips to help you:

  • It is important to ensure that a unique method of interviewing is developed to be used with remote applicants. This method should have several rounds of interviews, with some of them taking place in a group setting. This will help to provide a comprehensive assessment of potential candidates and ensure that the most suitable person is selected for the role.
  • Select a method for assessing the applicant’s abilities (I’ll elaborate on this below).
  • Check that you have all the equipment you’ll need for the interviews.

2. Inadequate Resources

I remember when phone interviews were commonplace in the remote job market several years ago. However, in the current digital age, it is unreasonable to think that a basic phone interview can effectively evaluate potential candidates located remotely.

For audio-only Zoom calls, there is no difference in terms of operation compared to a phone call. While it is possible to hear the voices of the participants, it is not possible to gain a deeper understanding of the individual nor to assess their feelings through body language without the visual element.

It is essential to consider the non-verbal behaviour of the individual in question, including their facial expressions and body language, when making a decision. These non-verbal cues should be a significant factor in the deliberation process.

It is essential that you have the appropriate resources in place before you embark on the recruitment process for any new members of staff to work remotely. These resources should cover project management, communication and human resources management, among any other areas which may be relevant. Ensuring you have the necessary tools and systems in place to manage your remote workforce will help to ensure that you are able to provide them with the support they need to fulfil their roles successfully.

3. Without knowing the interviewee’s identity

Have you ever found yourself in a situation where, only moments before you were due to begin a video conference interview, you suddenly remembered that the interview was scheduled, and you hastily began to look over the candidate’s resume? I can confidently assure you that this regrettable occurrence happens more frequently than it should.

It can be quite entertaining to read articles intended for job seekers that advise on how to excel in telephone or video interviews. In many respects, preparing for a job interview is akin to preparing for an important exam. A pertinent query then arises: what can job applicants expect from the recruiters who will be conducting the interview?

It is important to consider the potential consequences of a job application not being successful. While it is natural to assume that the candidate may not be successful, as a business owner it is essential to be aware of the potential risks associated with the hiring process. One of the worst case scenarios for a business owner is making an expensive mistake when hiring someone, so it is important to ensure that the correct processes are followed and that the most suitable candidate is chosen for the role.

When carrying out remote interviews for a job position, it is important to ensure that there is sufficient time allocated to preparing for the potential questions and answers that the interviewee may pose. To ensure that the ideal candidate is selected, it is essential to thoroughly research the applicant’s background and experience by reviewing their resume, LinkedIn profile and other sources of information. This will enable you to construct a unique questionnaire tailored to the individual and the specific details that you wish to gain.

4. Rapid Evaluation

It is understandable to think that the most qualified candidate would be the one with the most impressive CV. However, it is important to remember to keep an open mind when assessing candidates and not to make assumptions based solely on the CV. Every individual has a unique story, and it is not only about selecting the individual with the most impressive work history. The key is to find an employee with the right attitude, ambition and potential to be successful.

It is essential that organisations provide comprehensive training to all interviewers and HR personnel in order to eliminate any unconscious bias. This need was recently emphasised by the findings of a research conducted at Yale University. Unfortunately, the research revealed that gender-neutral training sessions for male and female scientists to learn how to be more objective during the recruitment process were unsuccessful. The results of the study showed that there was still an underlying preference for employing males over females, with males being considered more talented and receiving an annual salary that was $4,000 higher.

Maintaining an open-minded approach to the recruitment process is the best way to ensure that any bias is eliminated. Whilst some applicants may not seem suitable on the face of it, it is important not to reject their applications out of hand; instead, it is advisable to conduct an interview to gain a better understanding of the person in question. It is possible that their responses could provide you with insights that you had not previously considered, even if they have been out of work for an extended period of time.

5. Comparing the Performance of Remote and on-Site Workers Using the Same Criteria

It is essential to re-evaluate one’s viewpoint surrounding remote workers in order to identify the right candidate for the role. It has already been acknowledged that hiring a remote worker is distinct from employing a worker in a traditional office environment and requires a unique set of skills and abilities.

The office is open from Monday to Friday, between 9am and 5pm. We are aware that some of our remote employees have difficulty with self-discipline and are unable to work efficiently in isolation, which may lead to feelings of clinical depression. As such, we need to ensure that our remote staff have the necessary support and resources to enable them to produce the same level of output as their colleagues in the workplace.

To be successful in any position, remote employees need to have the following abilities:

  • The ability to convey ideas effectively
  • Autonomy
  • How to Manage Your Time
  • Capacity for Cooperation
  • Capacity to adjust to new circumstances
  • Empathy
  • Self-motivation

6. Incorrect Queries

It is a common mistake for recruiters to ask the wrong questions when interviewing remote workers. Regardless of whether you are recruiting for a role in IT, marketing, sales or another discipline, it is important to ensure that the candidate has the necessary competencies. Drafting a survey, creating a range of tests and assessing technical abilities is relatively straightforward; however, assessing a candidate’s soft skills or personality traits is a much more difficult task.

The unsuccessful integration of many initially remote hires is often attributed to their lack of compatibility with existing procedures and ideologies. The process of recruiting can become a challenge as a result of their sense of detachment and incapability to make meaningful contributions to the team.

It may be beneficial to conduct multiple interviews in order to gain more insight into a potential candidate. For instance, one interview could focus on the technical aspects of the role, another on the dynamics of the team, and a third on whether the candidate would be a suitable cultural fit for the organisation. Ultimately, when assessing a candidate’s cultural fit, it is important to consider whether they are someone you would enjoy working with on a daily basis. If the answer is ‘no’, then it may be best to continue searching for a more suitable candidate.

7. Failing to Provide Feedback After Receiving It

Having been a manager of international employees for the past ten years, I have been involved in thousands of interviews and have come to realise the importance of each one for both the individual applying for the job, and the person responsible for hiring them. Both parties have an interest in locating a suitable candidate for the role.

It is important to remember that the way you represent yourself, your approach to prospects and the way that you conduct interviews will all have a significant impact on how your business is perceived. If you are discourteous to customers, late for work or simply not paying attention to the task in hand, it will have a negative effect on the reputation of your employer. Not following up with customers in a timely manner can be viewed as a sign of poor organisation and will not reflect well on your business.

It is important to ensure that the applicant is aware of the subsequent steps in the recruitment process. Even if their application is not suitable, we should show our appreciation for their efforts by sending a thank you message.

How to Succeed in Remote Job Interviews and Hire Workers Around the World

Many businesses have discovered that recruiting remote workers is the most suitable approach for expanding their workforce. However, if businesses lack the necessary skills and abilities to assess and interview prospective remote workers, this solution can become an impediment.

By avoiding common mistakes during the recruitment process, it is much easier to identify and hire the best candidate for your vacant role. If the hiring process becomes too burdensome, you can always rely on the expertise of a specialist remote recruitment agency such as ours.

Works is committed to sourcing and connecting experienced IT professionals from abroad with employers in the United States and Canada. By onboarding former IT professionals and equipping them with the requisite skills to undertake comprehensive background checks on all prospective candidates, we aim to reduce the associated costs and effort of an international recruitment process for businesses.

If you would like to learn more about our unique international recruitment strategy and the advantages of hiring remote workers from around the globe, please do not hesitate to contact us. We would be more than happy to provide you with further information.

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