Remote work has undergone many transformations in the last few years, but it finally seems to be settling into something more predictable. Globally, about 16% of companies are entirely remote, while 56% are some mix of remote and in-office (also known as hybrid work).
No matter where your office falls on the remote/hybrid/in-office spectrum, chances are you’ll have to conduct a remote interview at least once in your career.
Here are six steps to help you conduct a great, 100% remote hiring process.
1. Rewrite your job description.
Generic job postings tend to attract generic candidates.
If you want to attract top talent, make sure your job description answers five key questions:
What is the real business need the perfect person will solve in this role?
How will we objectively measure performance (and success) to recognize a top performer in the role?
What are the common attributes of our top employees?
Does this description accurately convey your company culture?
What would make the perfect candidate want this job?
If you can provide clear answers to those questions in the job posting, you’re much more likely to attract great candidates.
2. Conduct a pre-screen.
It’s not uncommon to get halfway through an interview and realize the candidate isn’t a good fit. Maybe they aren’t available during the days or hours you need them, or they’re not interested in performing certain required functions. (I once interviewed a candidate who said, “Wait. I know the job posting said shift work was required, but I didn’t think you were serious.”)
Once you’ve created an initial shortlist, follow up with a standard survey to those candidates. Just make sure you send the same survey to every candidate for a particular job, and that you send the survey to all candidates, in order to avoid the appearance of bias or discrimination.
Simply list things you consider to be go or no go: availability, certifications, skills, qualifications, etc.
You’ll weed out candidates who were never going to be a fit. You’ll impress upon those who remain that certain aspects of the job are non-negotiable.
And you’ll save yourself—and potential candidates—time that otherwise would have been wasted.
3. Consider skills tests.
A recent study found that more than 1 in 5 U.S. workers (21.5%) lied on their resume in the past year.
While you may not be able to verify, say, the extent of a candidate’s stated project leadership experience, you can verify certain skills—like accounting, sales, programming, office administration, specific software expertise, etc.
Again, make sure every candidate you consider for a particular job takes the same test or tests. And keep in mind that testing early in the process can be more efficient, helping you screen out unsuitable candidates before you go to the time and expense of conducting interviews.
Attitude is often more important than skill, but if the right candidate must possess certain skills, it’s often better to trust and verify.
4. Conduct a brief phone screen.
At this point, your shortlist is likely to be shorter, but it may not be short enough. That’s why many business owners have traditionally used phone screens to quickly assess the candidate’s overall fit.
Start by quickly reviewing the go and no-go items on your survey. Then ask a few questions to better assess general fit, and keep an eye out for the following positive and negative indicators:
Question | Positive indicator | Negative indicator |
“Tell me a little about yourself.” | The candidate has ambitious professional and personal goals.The reasons why they took (and left) certain jobs align with your values. | The candidate provides personal details that offer no insight into their background, motivations, goals, etc. |
“What makes you interested in this job?” | Shares how the position is a perfect fit for what the candidate hopes to accomplish, both short- and long-term. | Offers no insight into how the role’s tasks and responsibilities will meet the candidate’s professional or personal goals. |
“Why are you interested in leaving your current job?” | Shares what the candidate wants to learn and achieve, and describes how landing this job will be great not only for the candidate but also your company. | Provides an extensive list of interpersonal issues with co-workers, boss, business owner, etc. |
“Describe your ideal work environment, one that not only makes you productive but also happier and more fulfilled.” | Shares insights that indicate awareness (and thought) regarding the importance of productivity and personal fulfillment: direct supervision or self-management, team-based work or solo projects, concurrent or consecutive project focus, etc. | Describes a work environment different from how you, and your company, function best. |
“Are there things about you that aren’t listed on your resume (or application) that you want me to know?” | Shares insights that show the candidate has researched your company, understands both its goals and its culture, and is able to highlight a few intangibles that show they are the right fit. | Provides no information that helps answer the question, “Why should we hire you?” |
Keep in mind the goal of the initial phone or video screen isn’t to go in-depth. The goal is to decide which candidates should move on to more in-depth interviews.
5. Check references.
Most people check candidate references at the end of their interview process (if ever). But getting a jump on references is important even early on, especially as the phenomenon of “deepfake” applicants—fraudulent candidates that are created using AI technology—grows in ubiquity. Daniel Sillman, the CEO of Relevent Sports Group, checks references before he does full-scale interviews.
For Sillman, references serve as an additional filter—and provide a better understanding of the candidate’s background, experiences, motivations, and culture fit. Reference checks also help him be better prepared for actual interviews. Not only is he able to ask better, more specific questions, it also helps him discover skills and attributes that weren’t apparent on paper.
If you’re the hiring manager for an entry-level position, or if the candidate doesn’t have significant work experience yet, ask for references from mentors, teachers, or coaches.
As Sillman says, “There are always ways to find people to vouch for you as a person. If you can’t, there’s probably something wrong.”
6. Set the stage for the in-depth video interview.
At this point your shortlist should be really short, which gives you plenty of time to conduct comprehensive interviews with the remaining candidates.
Instead of focusing on the actual interview (since there are numerous interview question guides, including the five interview questions to ask when you’re hiring your first employee), let’s look at some simple ways you lead a virtual interview effectively:
Take care of logistics. Consider your background (use a virtual background if necessary). Make sure you’re well lit and that you aren’t backlit by a window, which can obscure your face. Dress appropriately. Make sure your mic picks up your voice. Consider using an external mic rather than your computer’s built-in microphone. Make sure your video conferencing software, be it Zoom, Microsoft Teams, or Google Meet, is updated and running well and that your internet connection is reliable. While that all sounds simple, think about how often the people in video calls you’ve joined fail those simple tests.
Focus on the camera. Think eye contact isn’t possible during a virtual interview? Think again. It’s natural to look at the other person and not the camera, but that can be disconcerting for the other person. Move their video window to the top of your screen so it is as close to the camera as possible. And when you’re talking, try to look at the camera and show them you’re present.
Think “nonverbal.” The best interviews feel like conversations, not interrogations. You can help facilitate this feeling with nonverbal cues. Smile more. Nod your head. Prove you’re listening. Show you’re engaged with active listening. If it helps, place a sticky note beside your camera that says “nonverbal.” As an interviewer, your job is to get the best from each candidate—which means making each candidate feel as relaxed and comfortable as possible.
Pick up on their cues. Nonverbal cues go both ways. Use your time on camera to assess your candidate’s body language, communication skills, and personality as best you can.
Most importantly, don’t forget that a new employee’s first day isn’t their first impression of your business—that happens on the first day you engage them in the hiring process.
Make the experience, from actual day one, as great as it can be.
Be focused and to the point. Be enthusiastic. You run a great business that you’re proud of.
Make sure you’re proud of the interviews you conduct—because the only way to have great employees is to hire great people.
FAQs
What are the main steps to conduct a great remote interview?
A strong remote interview process has six steps: write a clear, specific job description, run a quick pre-screen survey, consider skills tests for verifiable abilities, hold a brief phone or video screen, check references, and then set the stage for an in-depth video interview. Each step narrows the candidate pool before you invest time in a full interview.
Should you give candidates a skills test before interviewing them?
Yes, for skills you can objectively verify, like accounting, coding, sales, or software proficiency. Skills tests catch gaps that resumes can hide, since one survey found 21.5% of U.S. workers lied on their resume in the past year. Give every candidate the same test to keep the process fair and consistent.
How do you maintain eye contact during a video interview?
Move the candidate's video window as close to your camera as possible, then look at the camera itself when you're speaking rather than at their image on screen. This small adjustment makes the interaction feel present and engaged instead of distracted, even though true eye contact isn't technically possible over video.
When should you check a candidate's references?
Some hiring managers check references before the final round of interviews rather than after, using them as an added filter and a way to prepare more specific interview questions. For candidates with limited work history, references from teachers, mentors, or coaches can serve the same purpose.
What's the purpose of a candidate pre-screen survey?
A pre-screen survey filters out candidates who don't meet non-negotiable requirements, like availability or certifications, before you invest time in interviews. Sending the identical survey to every candidate for a role also protects against bias or discrimination claims, since everyone is evaluated against the same baseline criteria.
Quick note: This is not to be taken as tax, legal, benefits, financial, or HR advice. Since rules and regulations change over time and can vary by location, consult a lawyer or HR expert for specific guidance.
