4 Interview Tips When Hiring Global Remote Workers
Learn the essential elements of interviewing a remote candidate.
Like most hiring interactions, nailing the interview and identifying a proper fit are important. But when your new hire will be working remotely — especially if they’re overseas — the interview process changes. You’re not just looking for a good fit where skills and culture are concerned. Soft skills like time management, collaboration, and the ability to work independently also carry more weight.
There’s a bit more to the remote hiring process compared to hiring traditional employees. Let’s dig in.
Overseas hiring interview vs. the traditional interview process
Unlike a traditional in-office hire, a remote overseas candidate is never going to come in for a face-to-face interview. Your impression of them depends heavily on the technology you use to connect with them, most likely video conference software like Zoom or Google Meet.
You’ll handle all of your Q&As via remote technology, which may affect the way you evaluate your talent. For example, you’ll need to think about whether you want to require a camera-on interview or consider how background distractions or noises might impact how you view and evaluate candidates. Remote candidates may be sharing their space with others in the home, which could affect the quality of the interview.
Remote interviews are in a whole different dimension and benefit from a tailored strategy. Identifying these differences upfront can help you conduct a fair and effective interview.
Essential strategies for remote overseas interviews
Halo Recruiting has guided its clients through the global hiring process hundreds of times. We’ve experienced firsthand what effective remote interviews look like and the nuances they require.
Most global recruiting firms are going to properly vet candidates for the items below, but we always want to be sure you are evaluating them at a deeper level to establish the right fit. Here’s some additional insight into how the process works.
Get a Feel for Their Environment and Presence on a Video Call
The way a candidate appears in a virtual interview is often overlooked. We’re not just referring to their physical appearance (e.g., are they dressed professionally? do they look prepared?), but also the environment in which they’ll be working.
A remote camera-on interview offers a glimpse into how a candidate will typically be working on a day-to-day basis. You can evaluate their equipment and how confident they feel in using technology to connect with you.
Some other areas to pay attention to include:
- Is their space free of distraction and noise?
- Can they hear well in their environment?
- Are they set up for remote work?
- Does their microphone work well?
Candidates who are already familiar and comfortable with remote work may be better able to hit the ground running and start providing value to your company right away.
Evaluate for Communication Ability
Your overseas candidates will typically be from countries with a different native language. English might come second to them.
We pre-vet all candidates for their ability to communicate, but “good communication” can be highly subjective. Use your remote interview process to ensure candidates capture the fine nuances of your company, your customers, the work you do, and any other details that they’ll need to deliver optimal work.
Establish an Understanding of Current Tools and Software
Your global employee will be fully remote. They won’t be able to observe how your in-house employees work. That’s why one of your goals should be to cut down on any potential learning curves.
Use the remote interview to get a baseline for each candidate’s skills with software and technology. If possible, give them access to software or a tool they will use daily to see whether they pick up on it quickly. Observe how they troubleshoot and problem-solve; a candidate who excels in this area likely won’t need extensive remote training.
Give Them an Evaluation as a Part of Their Interview
Adding an evaluation or micro project to the interview is always a good idea. This will give you direct insight into a candidate’s ability to communicate verbally and non-verbally. You can also gauge their aptitude for the work required.
We suggest giving them the assignment prior to the interview so they have time to review it and are more prepared. Keep the assignment short and to the point; you don’t need to test every skill, but it should be representative of the work you will expect them to do if hired.
Setting up your first global remote interview
Conducting a remote interview with global candidates takes some extra thought and preparation. You should evaluate them on skills and company culture fit, but don’t neglect the importance of assessing their remote work environment, how they present themselves on camera, and how comfortable they feel in being interviewed remotely.
Mastering these new interview skills takes time and practice. Halo Recruiting can help you prepare a solid remote interviewing strategy that takes these nuances into account while helping you meet your hiring objectives.
However you choose to approach the process, we’ve found it’s best to establish the criteria beforehand. Build a list of select elements that you will be looking for prior to the interview. If this is your first time interviewing, use the list as a guideline and make changes to it as you learn new things during the interview process.
Pro Tip: Share this advice with others in your organization who will also be interviewing candidates. This helps to maintain a consistent process by evaluating candidates on the same elements. You can even practice and role play with each other to see how your interview approach appears to others.
