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Red Flags When Hiring Remove Workers

In the era of digital nomads and virtual offices, hiring a remote worker is like navigating a minefield in the dark. The stakes are high, and the pitfalls are many. As someone who has been through these trenches, I’m here to shine a light on the red flags to watch out for. This isn’t just about finding the right fit; it’s about dodging the bullets that could derail your team’s productivity and morale.

First, a word of caution: lack of in-person interaction means you have to rely heavily on other cues to gauge a candidate’s suitability. Let’s break down the major red flags into digestible nuggets and how to test for them.

Red Flag #1: Poor Communication Skills

In a remote setting where workers can be thousand of miles away, looking for clear communication is the most crucial part of hiring a good remote worker. If a candidate struggles to articulate thoughts clearly in emails or video calls, imagine the chaos in day-to-day tasks. Missed deadlines, misunderstood instructions – it’s a recipe for disaster.

Effective communication is the bedrock of remote collaboration. It’s not just about being articulate; it’s about understanding and being understood, bridging the gap that physical distance creates. Assess their ability to listen actively and respond thoughtfully.

How to Test For Communication Skills

  • Conduct a part of the interview via email or chat to assess written communication skills.

  • Ask for a brief presentation or explanation of a complex topic during the video interview.

  • Observe attentiveness and clarity in responses to questions.

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Red Flag #2: An Unreliable Internet Connection

It sounds basic, but you’d be surprised. A candidate who frequently drops off calls or submits work late due to connectivity issues is a liability. Remote work hinges on reliable tech; don’t compromise.

Reliable tech and internet connection are as vital as a reliable employee being on time, even more so as tech issues can cause them to be late for shifts and deadlines. A candidate’s preparedness to handle tech hiccups shows their problem-solving skills and commitment to maintaining productivity despite remote work challenges.

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How to Test For Reliable Internet Connection

  • During the video interview, note any connectivity issues.

  • Ask directly about their internet setup and backup plans for connectivity issues.

  • Ask the candidate to do an internet speed test and share a screenshot of the results.

Red Flag #3: Lack of Self-Discipline

Remote work isn’t a free-for-all. It requires discipline. If a candidate shows signs of poor time management or a laissez-faire attitude towards deadlines, steer clear. You need people who can manage themselves, and this means more than just time management. It’s about self-motivation, resilience, and the ability to work independently while aligning with the team’s goals.

How to Test For Self-Discipline

  • Ask about their daily routine and how they prioritize tasks.

  • Inquire about a time when they had to meet a tight deadline or manage a heavy workload independently.

Red Flag #4: Overlapping Commitments:

This is a big one as many remote workers, especially those from the Philippines, do a job stacking strategy where they take on multiple jobs with the same working hours.

Candidates juggling multiple roles might not give your project the attention it deserves and will keep your projects behind schedule. Ask direct questions about other commitments. Vague responses here are a glaring red flag.

How to Test For Overlapping Commitments & Job Stacking

  • Discuss their current commitments and how they plan to balance them with the job responsibilities.

  • Ask scenario-based questions to gauge their time management and prioritization skills.

  • [After Hiring] To ensure productivity, make your remote employee use a productivity and time tracking tool like TimeDoctor.

Red Flag #5: Inconsistent Work History

Look for patterns in their work history. Frequent job-hopping or significant gaps can indicate a lack of commitment or unresolved issues. Probe deeper into these during interviews. While a varied work history can be a concern, it can also signify a breadth of experience and adaptability. There’s a fine line between chronic job-hopping and strategic career moves, so it’s key to know why a candidate moved on from each job on their resume.

How to Test For Inconsistent Work History

  • Review their CV before the interview and ask about the reasons behind job changes or gaps during the interview.

  • Inquire about long-term career goals to assess commitment levels.

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Red Flag #6: Lack of Enthusiasm for Remote Work:

Remote work isn’t for everyone. If a candidate seems to prefer in-office settings, they might struggle with the isolation and self-direction required. Gauge their comfort level with remote work. Passion for remote work often correlates with a candidate’s success in such a role. Gauge their understanding of remote work challenges and their strategies to overcome them.

How to Test For Enthusiasm

  • Ask about their previous experiences with remote work and their preferences.

  • Discuss the challenges of remote work and observe their responses and attitude.

Red Flag #7: Inadequate Home Office Setup:

Ask about their workspace. A candidate working from the kitchen table with constant background noise might struggle to maintain professionalism and focus. A dedicated workspace signals seriousness about their role, and it helps create a boundary between work and personal life, which is crucial for long-term remote work sustainability.

How to Test For Correct Home Office Setup

  • Inquire about their home office environment and how they’ve set it up to ensure productivity.

  • Consider asking for a brief virtual tour of their workspace if appropriate.

Red Flag #8: Evasive Answers to Direct Questions

Honesty is non-negotiable. If a candidate dodges questions or gives roundabout answers, it’s a red flag. Transparency and honesty are vital in remote settings where visual cues are limited. Evasive answers can signal a lack of trustworthiness or confidence in their abilities.

How to Test For This

  • Ask direct and specific questions about their experience and skills. If they begin to give vague or general answers, dig in more and ask for specifics.

Red Flag #9: Overemphasis on Pay and Perks

While compensation is important, a candidate overly fixated on pay and perks over job content and company culture might not be in it for the long haul. An excessive focus on it can indicate a lack of engagement with the broader aspects of the role like growth and learning. Look for candidates who value the work and the opportunity to contribute to your company’s goals.

How to Test For This

  • Discuss compensation at an appropriate stage, but also focus on their interest in the role and company.

  • Ask about their motivations for applying and what they value in a job.

In conclusion, hiring a remote worker is as much an art as it is a science. It’s about reading between the lines, listening to your gut, and understanding that the cost of a bad hire goes beyond just dollars. It’s about the time, energy, and morale of your team. Keep these red flags in mind, and you’ll be better equipped to find that diamond in the rough who will shine in the remote work environment.

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