What are the best practices for interviewing and hiring remote developers
Evaluating a candidate's experience working remotely can be challenging, but there are some strategies that can help you assess their suitability for remote work. Here are some tips:
1. Look for proxies of remote success: When assessing someone's ability to work remotely, they don't need to have remote experience per se. You can look for proxies of remote success by screening for specific attributes. Some common ways these can manifest are: a nontraditional background, previous roles that required a lot of autonomy, and unusual or uncommon skills. Successful remote workers tend to be self-structuring people who prefer to make plans and stick to them. If a candidate has not worked remotely before, you can ask them about what challenges they expect and what adjustments they plan to make. You're looking for thoughtful, specific answers.
2. Assign work samples or projects: Another way to assess remote candidates' skills and fit for your company culture is to assign them work samples or projects that are relevant to the job and require remote collaboration. This can help you evaluate their communication skills, collaboration skills, and ability to work independently.
3. Ask about remote work experience: One of the best predictors of success in remote work is whether or not the candidate has done it before. Consider asking about remote work experience in the application phase, and then expanding on that conversation during interviews. This will help you understand if the candidate has worked remotely before, what that remote work experience looked like, and what challenges they faced.
4. Assess remote work-related skills: Remote workers require a set of specific skills to work effectively in dispersed teams. You should actively screen and assess for those skills during application, shortlisting, and interviewing. Some of those skills include communication skills, time management skills, self-motivation, and the ability to work independently. You can also assess role-specific skills by asking the candidate to complete a task or project that is relevant to the job.
5. Evaluate cultural fit: When evaluating remote candidates, it's important to assess their cultural fit with your team and company culture. You can ask questions about their work style, communication preferences, and how they handle conflict. You can also assess their cultural fit by evaluating their values, goals, and motivations.
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