What Bob Dylan sung about nearly six decades ago has always applied to the world of business, but not in large part where its employees would work. A small company’s workforce would traditionally be connected in a physical way to a centralized location and the hiring of those professionals would be done in-person.

Today, fully remote workers now make up 25% of the workforce and those who work off-site at least some of the time make up an even larger percentage. The arrangement is not just preferable to many employees, but a benefit to small businesses that save on office space, have a much larger talent pool to choose from, and often see increases in productivity. But it does require an updated approach to the interviewing and hiring process.

One of the human resource challenges with hiring remote employees is determining whether they are a good fit without meeting them in person. Here are some tips to aid your efforts:

1. Consider location requirements

Think about whether you want your remote employees to be in a specific time zone so they can work with your in-person team. Also, consider whether candidates should live near major airports if frequent travel is part of the job. Make these requirements clear in your job description.

2. Look for self-starters

The skills of a qualified remote employee aren’t necessarily the same as those of an in-person employee. For example, remote employees need to work on their own without constant direction. So, their credentials should speak to their ability to manage their workload without being micromanaged as much as they speak to their experience performing necessary job functions.

3. Request a short video as part of the application

Requesting candidates submit a short, one-minute video answering a few select questions can help you sift through applications faster. This can also help you eliminate unqualified applicants. If an applicant can’t figure out this task, they probably won’t be great at managing the technology needed to work remotely.

4. Have a screening process

Once you have some promising candidates, conduct short phone screening sessions to determine whether they meet your basic requirements. These should be quick calls that verify a candidate’s experience, skills, and knowledge.

5. Ask skills questions during the interview

Once a candidate passes the screening phase, it’s time for a video interview. During this interview, ask open-ended questions that allow candidates to demonstrate their skills. Some examples include, “tell me about a time when you missed a deadline” or “walk me through a stressful situation you encountered at a previous job.” (Make sure your own technology works before the interview by testing the video and microphone).

6. Make the offer

Once you’ve selected your candidate, it’s time to make an offer. At this point, any special requirements for remote workers should be clearly outlined. These include any specific expectations about traveling to the office, work hours, and communication. In addition, be upfront about how you anticipate remote employees to engage with their co-workers to avoid confusion later.

As your business grows, you’ll encounter new demands for financing. TAP Financial Partners may be able to help you get the capital you need to position yourself for investors. Contact us to learn more.