How do you assess remote candidates' skills and fit for your company culture?

1 Define the skills and culture fit criteria

Before you start screening and interviewing candidates, you need to have a clear idea of what skills and culture fit criteria you are looking for. Skills are the specific abilities and knowledge that the job requires, such as technical, communication, or problem-solving skills. Culture fit is the alignment of the candidate's values, beliefs, and behaviors with your company's mission, vision, and norms. You can use job descriptions, competency frameworks, and company values statements to define the skills and culture fit criteria for each role.

2 Use online tools and assessments

One of the benefits of remote hiring is that you can leverage online tools and assessments to measure candidates' skills and culture fit in a more objective and efficient way. You can use platforms like LinkedIn, Indeed, or Glassdoor to source and screen candidates based on their profiles, resumes, and reviews. You can also use tools like HackerRank, Codility, or SkillSurvey to test candidates' technical, cognitive, or behavioral skills through online quizzes, simulations, or references. Additionally, you can use tools like Culture Amp, Predictive Index, or Myers-Briggs to assess candidates' personality, values, and work preferences.

3 Conduct video interviews

Video interviews are essential for remote hiring, as they allow you to see and hear the candidates, and evaluate their communication skills, body language, and professionalism. You can use video conferencing tools like Zoom, Skype, or Google Meet to conduct live or recorded interviews with candidates. You can also use structured interview questions, behavioral interview questions, or situational interview questions to assess candidates' skills and culture fit. For example, you can ask candidates to describe a time when they worked remotely, how they collaborate with remote teams, or how they handle feedback or conflict.

4 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 reflect your company's values and expectations. Work samples or projects are tasks or assignments that require candidates to demonstrate their skills and knowledge in a realistic scenario. For example, you can ask candidates to write a blog post, design a logo, create a presentation, or solve a case study. You can use tools like GitHub, Figma, or Google Docs to share and review the work samples or projects.

5 Involve your team and stakeholders

One of the challenges of remote hiring is that you may not be able to meet the candidates in person or introduce them to your team and stakeholders. However, you can still involve your team and stakeholders in the hiring process by asking them to participate in video interviews, review work samples or projects, or provide feedback on candidates. This way, you can get different perspectives and insights on candidates' skills and culture fit, as well as ensure that the candidates are compatible and comfortable with your team and stakeholders.

6 Communicate your company culture

Finally, you need to communicate your company culture to remote candidates, as they may not be able to experience it firsthand or visit your office. You can use your website, social media, blog, or newsletter to showcase your company's mission, vision, values, goals, and achievements. You can also use videos, podcasts, testimonials, or stories to highlight your company's culture, environment, and perks. Moreover, you can use your communication style, tone, and frequency to convey your company's culture and expectations to remote candidates.