The Dos and Don’ts of Behavioral Interviewing for Remote Jobs

Behavioral interviewing is a popular interview method used by employers to understand how candidates might react in real-world work scenarios. While it can be highly effective in assessing whether a candidate is a good fit for a role, remote job interviews come with their unique challenges. In a remote setting, you miss the in-person dynamic, which can make interpreting body language, reading the room, and gauging an applicant’s enthusiasm more difficult. However, with the right approach, behavioral interviews can help you uncover a candidate’s potential, even through a screen.

Here are the dos and don’ts for conducting a behavioral interview for remote jobs:

The Dos of Behavioral Interviewing for Remote Jobs

1. Prepare Your Questions Carefully

Behavioral interviews are rooted in the premise that past behavior is the best indicator of future performance. Start by reviewing the key competencies and skills necessary for the remote position. Craft your questions to target these skills. For example, if you’re hiring for a customer support role, you might ask, “Tell me about a time when you had to manage a difficult customer issue remotely. How did you handle it?”

Ensure your questions focus on the skills required for remote work, like time management, communication, and self-motivation. Remote jobs often require more independence, so questions related to self-management and dealing with distractions could be particularly relevant.

2. Use STAR Technique for Consistency

The STAR method (Situation, Task, Action, Result) is a well-established framework for answering behavioral questions. It helps candidates provide structured, detailed responses that highlight their capabilities. As an interviewer, you should encourage candidates to answer your questions using the STAR format. This ensures that their answers are organized and you can easily assess how their past behaviors align with the role you’re hiring for.

For example:

• Situation: What was the context of the challenge?

• Task: What was your responsibility in that situation?

• Action: What steps did you take to resolve the issue?

• Result: What was the outcome of your actions?

This method also makes it easier for you to compare candidates by keeping their answers uniform.

3. Create a Comfortable Virtual Environment

Just like in-person interviews, remote interviews should allow candidates to feel comfortable. Set a tone of approachability and make sure that technical issues (e.g., audio or video problems) don’t distract from the interview itself. Do a quick tech check before the interview to avoid delays, and always test your internet connection, webcam, and microphone beforehand.

Consider offering a quick icebreaker to ease any tension. While the remote setting may feel less personal, making the candidate feel comfortable will encourage them to open up and answer your questions more thoughtfully.

4. Focus on Communication Skills

Remote work demands excellent communication skills. Your behavioral interview questions should aim to evaluate how a candidate communicates in both written and verbal formats. Ask about their experience using remote communication tools like Slack, Microsoft Teams, Zoom, or email.

For example, “Describe a time when you had to explain a complex concept to a remote team member who wasn’t familiar with the topic. How did you ensure they understood?”

Pay close attention to their response. Did they clearly articulate their approach? Were they able to communicate effectively without being in the same room? Their ability to convey ideas remotely is crucial for their success in a remote environment.

5. Assess Problem-Solving in Remote Contexts

Remote jobs come with their unique set of challenges, like handling tech issues or managing time in isolation. Focus on how candidates problem-solve in a remote setting. Ask questions like:

• “Tell me about a time when you had to solve a problem without immediate support from your team or manager. How did you approach the situation?”

• “Have you ever faced a technical issue during a virtual meeting? How did you handle it?”

Their responses will provide insight into their ability to work autonomously and find solutions independently.

6. Pay Attention to Non-Verbal Cues

Even though remote interviews lack face-to-face interactions, you can still observe non-verbal cues, such as tone of voice, facial expressions, and overall body language. These can give you additional insights into the candidate’s level of confidence, enthusiasm, and engagement. Ensure that both you and the candidate are on camera so you can read visual cues that may otherwise be lost over text or phone calls.

7. Use Follow-Up Questions for Clarity

Sometimes candidates may give vague answers, especially when discussing their experiences remotely. Ask follow-up questions to dig deeper and clarify their responses. For example, “You mentioned that you were able to solve the problem on your own, can you explain in more detail how you arrived at that solution?”

By probing for specifics, you ensure that the candidate is providing a genuine and detailed account of their past behavior.

The Don’ts of Behavioral Interviewing for Remote Jobs

1. Don’t Rely Solely on Text-Based Communication

In remote interviews, it’s tempting to rely heavily on text-based communication, especially if you’re using chat tools like Slack or email. However, it’s essential to have a verbal interview to assess speaking skills and interpersonal communication. Text communication doesn’t provide enough context for tone or emotion, and it could lead to misinterpretations.

Ensure that the candidate can express themselves clearly and confidently in a live conversation. For example, a candidate might be great at written communication but struggle with verbal clarity. This could pose issues in a remote job, where much of the communication happens in virtual meetings or over the phone.

2. Don’t Ignore Technical Difficulties

Technical glitches are a common reality in remote interviews, but it’s important not to let them derail the conversation. If a candidate is struggling with their internet connection or microphone, be patient and understanding. Allow them time to troubleshoot, and remember that it’s a reflection of their technical proficiency, not their competence.

Consider having a backup plan in case technical issues persist. For example, suggest switching to a phone call if the video connection is unstable. Avoid pressing them too hard about small issues; remote work requires adaptability, and a little grace will go a long way.

3. Don’t Skip Over Behavioral Consistency

When interviewing remotely, it can be easy to overlook a candidate’s consistency in answering behavioral questions. Don’t fall into the trap of accepting vague or inconsistent responses. Ensure that the answers provided align with their past experiences and demonstrate the competencies you’re looking for.

It’s also important to cross-check their responses. If a candidate tells you they’re self-motivated but offers no examples to support that claim, don’t be afraid to ask them to clarify.

4. Don’t Be Overly Rigid in Structure

While structure is key to a behavioral interview, be open to allowing the conversation to flow naturally. Sometimes, candidates will provide insightful responses that go beyond the question at hand. Allow them to elaborate and offer additional examples or insights that may be relevant to the role.

Flexibility can help you get a deeper understanding of their capabilities and thought processes, especially in a remote work context where adaptability is crucial.

5. Don’t Disregard Soft Skills

When hiring for remote roles, soft skills are just as important as technical expertise. Don’t focus exclusively on hard skills like coding or design; remote employees must also possess skills such as emotional intelligence, team collaboration, and conflict resolution. Be sure to ask questions about teamwork, adaptability, and how they manage work-life balance when working remotely.

For example, “Tell me about a time when you had a conflict with a coworker or manager while working remotely. How did you handle the situation?”

6. Don’t Rush the Interview

Remote interviews can sometimes feel rushed due to time zone differences or virtual fatigue. However, you should never rush a candidate through the interview process. Give them ample time to respond thoughtfully to your questions, and offer them the opportunity to ask questions at the end. A rushed interview might lead to incomplete answers, and you could miss out on assessing critical qualities such as attention to detail or critical thinking.

Conclusion

When interviewing for remote positions, it’s essential to modify your approach to address the unique challenges of the virtual environment. By following these dos and don’ts, you can ensure a smoother and more effective behavioral interview process that helps you identify candidates with the right mix of technical and soft skills. Keep the conversation structured yet flexible, and remember that remote work success hinges on communication, problem-solving, and adaptability. With the right approach, you’ll be able to select candidates who can thrive in a remote setting and contribute meaningfully to your team.