These days, working with a remote employee is increasingly becoming the norm. There are many benefits to having freelancers as part of your team. The main ones being that you can save costs and still get work done.
Having staff that work from home has actually become more acceptable in recent times, due to the Covid-19 pandemic. As physical distancing becomes the new normal, remote staffing has entered the mainstream.
Previously, the practice of allowing remote work and freelance work was mostly carried out by startups and small and medium sized enterprises. Now, even the larger companies and multinationals are becoming keen on the idea.
Hiring the right people to be your remote workers can be challenging. That is why you want to make sure you carry out proper interviews to see if they’re the right fit for the tasks and the company.
Why is asking the Right Interview Questions Important for Remote Employees?
Making errors while hiring can lead to wasted time and wasted resources. In the end, you might have to restart the entire hiring process again, not to mention that the entire process might stress and frustrate you to no end. You cannot afford to have a high turnover rate and be hiring all the time, so it’s best to get it right the first time.
The following questions can help you establish whatever basic information you need about your remote staff.
1. Why are you freelancing?
It’s important to establish the reasons your future employee is choosing this line of work, as it requires a lot of self discipline and commitment.
2. What projects have you been involved in previously?
Their previous experience will be able to help them complete the tasks you’ve set.
3. How do you organize your workflow?
Understand their personal systems to see if they have room to fit your SOPs, and how flexible and adaptable they are when it comes to organization.
4. How do you track your completed tasks and achievements?
Find out if they have a method of recording previously completed projects, like a portfolio or a website.
5. What are your hourly/monthly/project rates?
It’s best to get the important questions out of the way and settle the issue of salary early on to avoid any future misunderstanding.
6. What software and tools do you usually use?
This gives you a clearer idea of whether your potential employee is up to date and optimizes the latest technology.
7. What do you do if you can’t meet a deadline?
Missing deadlines are part and parcel of work culture. Seeing how your interviewee handles it will tell you whether they can handle crisis and communication.
8. Are you comfortable working with a team?
Freelancers and remote workers don’t work alone. For example, someone in social media marketing often has to coordinate with a content writer, designer and/or videographer.
9. Can I have samples of your work?
This is especially relevant if you’re working with remote creative talents, like designers, writers and the like. It will allow you to decide if their work fits your brand image.
10. Do you have any interests outside work?
An employee will remain mentally healthy if they have hobbies outside of work, and it helps keep them productive too.
11. What is your work capacity?
Determine how many hours the interviewee can commit in a week, or how many design pieces or content they can contribute so you can gauge the amount of work they can do. You also have to determine if they fit your productivity goals.
12. How have you dealt with unsatisfied clients?
You will need to know how they handle difficult requests and function under stress.
13. What are your conditions for your employer, if any?
Freelancers often have a standard code of work conduct, such as how many revisions they will do for free. Some remote employees have higher rates for overtime. Sort this out as soon as you can.
14. What do you need from the company?
Find out if they require any support or equipment to complete their tasks.
15. What are your working hours like?
Some remote workers do not maintain strict hours, so if you require them to be on standby for a certain period in the day, this would be a good time to discuss it.
Conclusion
In conclusion, communicate openly and honestly. Interviews should be about understanding how compatible an employee is with your company, and your company with them. As such, it should not be turned into a stressful or highly tensed exchange.
Keeping communications open and honest is the best way, as you also create an environment where your interviewees feels comfortable enough to be honest. They will then give you the most accurate information you need to make the best decision.
As an employer, what do you want most in your employees? Drop us a note with your answer and let us commence the recruitment process for you.
