This isn’t the working world we left in February! Many of our work operations have suddenly shifted online, in everything from collaborating at meetings, to sharing project documentation, to building relationships with colleagues. This new way of working isn’t going anywhere anytime soon, so we should aim to hire employees who can thrive in the changed environment. These interview questions will help identify how candidates will work as remote employees.

1. How do you communicate your availability when you have to go offline? For remote workers during COVID-19, interruptions happen, whether it’s an Amazon delivery, a medical appointment, or the kids chasing the dog through the conference feed. It’s also key to note that everyone should be keeping set office hours. So what to look for in an answer? That depends on how much (or how little) your team likes to communicate. But a good rule of thumb is to look for someone who uses their shared calendar to block off busy or away times, and who keeps their boss in the loop, especially if their position needs to be covered.
2. How would you handle a technical difficulty, such as when your internet or phone connection prevents you from joining a meeting? If a remote worker hasn’t had a problem with connectivity yet, oh, they will. How does your candidate manage unexpected situations? How will they communicate their troubles: by sending an email to the entire meeting list or working directly with the meeting organizer? How will they work to solve the problem? There won’t be one right answer, but you’ll get insight into how your candidate communicates with a team and works under pressure.
3. How do you manage stress during these uncertain times? How do you unplug? Life’s sudden turn upside down has caused us all stress! This question acknowledges that feeling extra stress right now is normal, and that we have all had to develop—sometimes on the fly—coping strategies. An open and honest conversation about stress levels will help you understand how your candidate manages stress and decompresses. Does your candidate stave off stress with a daily plan of attack, like yoga or video games? Does your candidate let the stress build to a certain level, then take a vacation? The answer might help you identify candidates who are likely to burn out, and can help you learn how to work with employees to keep them happy, healthy, and refreshed.
4. Are you satisfied with your home-office situation? Is there anything you would need to support your work? Even if you’re supplying your employees with work-from-home support items, reliable internet and phone service (and a place to work!) are important to any remote employee. Most candidates won’t have the perfect setup, but this question will help you uncover those who have been able to create a low-distraction work area that maximizes success.
5. What do you think is important to maintain positive working relationships with your remote coworkers? …that is to say, whether your candidate finds it important at all. Again, there is no right answer, but this open-ended question will help you assess your candidate’s emotional quotient. Do they value and nurture their working relationships, which will help them in a collaborative, cross-functional role, or in a role that requires heavy client or vendor interaction? Would they be able to lead a project team that requires collaboration? Would they be better suited for a more individual role?