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Interviewing an employee for a remote role? You’ll want to ask these 6 questions....

by Carlos Ruiz

By Guest Contributor Lisa Young - HR Coach and Founder of HRHQ

Finding the right person for any role is crucial, but when it comes to remote roles, it’s even more important. Remote work comes with unique challenges and opportunities, and it takes a certain type of person to thrive in this environment. You want to hire someone who not only has the right skills but is also well-suited for the realities of working remotely.

So how can you make sure you're choosing wisely? Here are six key questions to help you dig deeper into their style, preferences, and overall suitability for remote work.

What motivated you to pursue a remote work opportunity?
Straight to the point and a great way to uncover their reasons for wanting to work remotely. Are they looking for more flexibility, better work-life balance, or do they feel they perform better outside of a traditional office? (Or, did they just not read the job ad ?). Understanding their motivation can give you insight into their mindset and whether they’re genuinely committed to making remote work work.

What do you think will be the most challenging aspect of working remotely, and how will you handle those challenges?
Remote work isn’t always smooth sailing—it can involve battling isolation, staying focused amidst distractions, and overcoming communication hurdles among other things. A candidate who can anticipate these challenges and already has strategies in place is more likely to adapt and stay productive. Plus, this shows a good level of self-awareness and problem-solving ability, both essential for remote roles.

How do you prefer to communicate and collaborate with others?
Communication is key when your team is distributed. This question lets you explore how the candidate engages with colleagues, what tools they’re comfortable using, and their general approach to collaboration. Their response will give you insight into whether they’ll integrate well with your team’s workflows and communication style and be a great addition.

What are your expectations from me as your manager?
Every remote employee requires different types of support. Some benefit from frequent check-ins, feedback, and guidance, while others excel with more autonomy. By understanding their expectations upfront, you can tailor your management approach to best support them and ensure it aligns with both their needs and your own expectations.

What practices will you put in place to stay organised and productive in this role?
Remote work requires a good deal of self-discipline, so this question helps you understand how the candidate plans to manage themselves. How do they establish clear boundaries between work and home life? How do they manage their daily tasks or stay motivated without direct supervision? Their response will give you insight into whether they have the personal accountability needed to thrive in a remote environment.

How will I know if you need support, whether you're feeling overwhelmed or facing challenges?
In an office, it’s easier to see how someone is coping. Remotely, those visual cues disappear. This question is essential for understanding how the candidate will communicate their needs - are they comfortable reaching out when they need help? What signs will there be that they may need more support? Ideally, you want to hire someone who can recognise when they’re stuck and take the initiative to ask for help, escalate concerns and give feedback when needed.

When interviewing for any role, remote or not, every question counts. With limited time to gather the insights you need, you’ve got to ditch the standard interview template and focus on the unique aspects of the role. For remote positions, this means tailoring your questions to address the specific challenges and opportunities of remote work to ensure you can make a well-informed decision.

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