6 Remote Interview Red Flags For Remote Employers

• Overly-scripted responses. Do they have all the right answers but seem like they're reading from a script? Rehearsed or overly polished responses could be a sign they’re more focused on impressing you with what they think you want to hear rather than showing genuine skills, insight, and passion.
  
  

• Ask unexpected follow-ups. Pose clarifying questions that require them to provide more context, elaborate on their answer, and deviate from their prepared script. This can help you assess their ability to think on their feet and respond authentically. It can also expose any inconsistencies or lack of depth in their responses.
  
  
• Introduce hypothetical scenarios. Present situations that are unfamiliar to them. This can reveal how they approach problems they haven't encountered before.
  
  

• They don’t ask questions about your remote workflows. If they don’t have experience working remotely, that will be a learning curve you’ll need to consider. If they do, they must still understand that every remote team operates differently and should ask questions about your remote work setup, policies, expectations, etc.
  
  

• Ask specific remote work interview questions. Have they worked remotely before? What do they believe the biggest benefits of doing so will be? If they have, what do they enjoy and find challenging? How are they set up to work remotely?
  
  
• Discuss remote work strategies. Explore how they manage their time, handle distractions, and stay motivated independently in a remote setting. How do they avoid burnout? Can they describe a time when they had to prioritize their personal life over work while working remotely? How did they handle that situation?
  
  

• Overemphasis on perfection. An insistence on flawless past performance could indicate a lack of transparency about their shortcomings. Candidates who can't discuss their weaknesses or past challenges might have trouble with self-improvement and accountability. 
  
  
• Overly-optimistic, unrealistic promises. If a candidate makes overly ambitious claims about what they can achieve, it may be a sign of poor work habits and time management skills.
  
  

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  Check their ego. Questions like these show the true measure of a candidate’s self-awareness: Are you comfortable admitting when you don't know something or need help? How do you approach seeking assistance from your colleagues?
  
  
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  Assess their approach to feedback. Ask questions like, How do you typically seek feedback from your colleagues or supervisors? Are you open to constructive criticism, and how do you use it to improve your performance?
  
  

• Constant self-promotion. Candidates who only highlight their achievements but never discuss their role within a team or how they collaborated can signal a lack of teamwork skills or an inability to recognize the contributions of others. Both scream next!
  
  
• Lack of emotional intelligence in the workplace. Candidates who don’t display active listening skills, speak with empathy when describing team interactions, or care about connecting with coworkers may be difficult to work with.
  
  

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  Discuss their experience with remote team building. Ask them to describe a project where they were part of a team. Listen to how they balance discussing their own role with acknowledging others’ contributions. Do they describe these experiences in a way that shows consideration for others' perspectives or emotions?
  
  
• Inquire about their communication skills. How do you ensure effective communication with your team members when working remotely? What strategies do you use to avoid misunderstandings?
  
  
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  Assess their conflict management strategies. Ask about a time when they had to resolve a conflict or work with someone with a different viewpoint. How did they navigate the differences and ensure a successful outcome? Listen for signs of empathy and understanding in their approach. 
  
  

• Vague responses. Candidates who provide non-specific or general answers about their future goals may lack a clear vision. Watch for answers like, “I’m open to anything” or “I just want to see where it goes.”
  
  
• Short-term focus. If their career goals emphasize immediate benefits or short-term gains, they may not be interested in long-term growth within your company.
  
  
• Absence of a personal learning journey. Have they been in similar roles for years without any indication of professional growth or new skills? A static career trajectory may suggest a lack of ambition or that they’re not committed to personal development or staying updated in their field.
  
  

• Assess their desire to learn. Ask about any recent courses, certifications, or self-improvement activities they’re partaking in. A passion for learning and growth is a strong indicator of future success.
  
  
• Explore past experiences. Discuss their previous roles and how they viewed their career progression in those positions. Did HR help employees grow while working from home? Ask for examples of how they managed their career growth and whether they achieved their goals.
  
  
• Request a career development plan. Inquire about their long-term career objectives and how they align with your company’s mission. For example, “Where do you see yourself in five years, and how does this role fit into your career plan?” 
  
  

• Disregard for your remote work culture. If a candidate isn’t curious about or interested in discussing your company culture or employer brand, or how they might contribute to it, they’re probably not the right fit.
  
  
• Too much homogeneity. Candidates who align too closely with your existing team’s background and viewpoints might not offer the diversity of thought needed for innovation. You’re looking for different puzzle pieces that fit together, not copies of ones you already have.
  
  

• Ask these culture questions. What are you looking for in a job and in an employer? What do you prioritize most? What do you think are the key elements of a thriving remote company culture? How should a company foster community and belonging among remote employees?
  
  
• Discuss their unique value proposition. Explore how their background and experiences could bring new perspectives or ideas to your team. Ask them to summarize what makes them and their potential contributions a perfect addition.
  
  
• Gauge their approach to work-life balance. Do they have hobbies or interests outside of work? This can be a good indicator of their overall well-being and potential fit with your company culture.