As remote-work capabilities continue to evolve and hybrid offices becomes the norm, companies need to re-examine their hiring processes to ensure they’re onboarding individuals who can—and will—thrive both in the office and out.

Identifying and hiring individuals who will thrive in a remote work environment requires a thoughtful and strategic approach. For example, consider the soft skills that are desirable for success in a remote environment: autonomy, time management, and the ability to stay motivated without direct supervision.

Communication and collaboration are also more important than ever. Companies would do well to prioritize skills such as effective communication, adaptability, and a collaborative approach.

In my experience, there are some specific considerations and strategies that companies can take to properly identify the best candidates for their organizations. A few that come to mind:

1. Clearly define remote work expectations. This includes outlining communication norms, work hours, and any specific tools or technologies that will be used. Providing this information upfront helps candidates assess their fit for the particular company’s remote work environment.
2. Assess the candidate for self-motivation and autonomy. Ask about their experience with remote work or situations where they had to manage their time and tasks independently. Look for (and ask about) indicators of self-discipline and the ability to stay productive without direct supervision. Time management is critical here, too. Ask candidates about their strategies for prioritizing tasks, meeting deadlines, and staying organized.
3. Evaluate communication skills. Use interviews, written communication exercises, and references to probe a candidate’s communication skills and style. Prioritize those who are clear, proactive, and responsive.
4. Assess digital literacy. Hybrid work relies heavily on digital tools and technologies around collaboration and project management. Find out how comfortable and familiar with these tools the candidate is. Ensure they have a basic understanding of cybersecurity best practices, too.
5. Evaluate prior remote work experience. Past success can help predict future success. Candidates with prior experience in remote work may already possess the skills and habits necessary for success. Look for candidates who can share specific examples of their achievements, challenges, and learnings from working remotely in the past.
6. Don’t forget about cultural fit. Consider the candidate’s values and work preferences to ensure they align with the company’s remote work culture. Some individuals thrive in a more independent and flexible work environment, while others may prefer a more structured office setting.
7. Use behavioral and situational interview questions. Find out how candidates have handled remote work-related challenges in the past. Ask about their experiences with time management, overcoming distractions, and collaborating with remote team members.
8. Assess adaptability and flexibility. Remote work environments can be dynamic, and the ability to adapt is crucial. Look for candidates who demonstrate flexibility, adaptability, and a willingness to embrace change. Ask about situations where they had to adjust to unexpected circumstances in their previous roles.
9. Leverage employee referral programs. Current employees can provide insights into the work habits, communication styles, and adaptability of their contacts.

These are just a few of the strategies that companies can take to identify and hire individuals who are well-suited to hybrid work environments. What are some of your top tips for ensuring you find the right candidates for your business?