SCHEDULE A VIDEO INTERVIEW

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Use your own social profiles to let audiences know you are seeking candidates for a telecommuting position. Be sure to include your expectations on the skills and characteristics the position requires. It might be a good idea to share a link to a page on your company website where you explain at length what you want from a remote worker, the applications used, and your policies and procedures in onboarding remote employees.

Don't forget that your first remote hire must be someone dependable and honest. Look for character recommendations and testimonials from people you respect.


A face-to-face interview should be part of the onboarding process. Visual information like expressions and body mannerisms can tell you a great deal about your potential hire.



At times it might be practical to have the person drive or fly into your office for a hong kong whatsapp phone number formal sit-down interview. However, when that isn't a realistic possibility due to the time or costs involved, video chat is the next best thing. Real-time communication will enable you to make more effective hiring choices.

Keep your candidate notes handy to be sure you cover the topics that set remote workers apart from local candidates. Even the most highly qualified and experienced people may not be the best fit for remote work. For instance, being productive in a relatively isolated environment can be a challenge for people who need lots of social interaction.

Inquire about each candidate's experience with working independently and in a virtual environment. Ask them about the challenges they faced and how they overcame them, their accomplishments, and the tools and applications they worked with. Learn about their time management skills and their ability to communicate and collaborate with different coworkers and in different situations.