Nomad City 2019

Gathering together experienced speakers and hundreds of attendees from all over the world, Nomad City unites remote minded individuals and companies in a melting pot of ideas and knowledge about the future of work. See what we got up to last year…

Stay Connected & Follow us

Las Palmas de Gran Canaria, 7 – 9 November 2019

Simply enter your keyword and we will help you find what you need.

What are you looking for?

Nomad City

The Remote Hiring Process Part 2

Chloe Oddleifson of Dribble continues her advice and insights into the remote hiring process, sharing tips on how to crush an interview.

 

So, now that you learnt what we screen for as remote hiring managers, let’s rethink the remote interview process, and talk about how to use it to the fullest extent.

Think of the interview process as your first date. Interviewing is just like speed dating: two parties trying to get to know one another quickly and trying to see if there’s chemistry! And, it’s hard to change first impressions. It’s easy for candidates to see through an interviewer who is unprepared to ask or answer intelligent questions about the role or the company– it’s just as easy for hiring managers to see through a candidate who hasn’t done any research on the company besides reading the job description.

Take an active, rather than a passive role

Do proactive research. Learn the company org chart. Research the company core values. Familiarize yourself with the product, the business lines, read the blog, listen to their podcasts. Most importantly, come prepared to ask and answer questions!

Think of the interview process as onboarding

Our hiring managers have learned that having our candidates speak with multiple people on our team gives them a better chance to get to know us, as a team and as a company. Onboarding starts with the first interview! By the end of the interview process, the candidate should understand the short and long-term goals of the company, and understand the role that the company wants them to play.

Think of the interview process as building company culture

Ultimately, the goal of any interview process should be to give candidates an opportunity to see whether the company is one that they could see themselves thriving, and explore whether they’ll be a positive addition to the team’s culture. And let’s be clear here: a strong culture fit should mean far more than simply, “would we want to spend time with this person outside of work?” For example, for us, a strong culture fit means that they are 1) comfortable working remotely, 2) passionate about the Dribbble platform and community, 3) they will raise the bar for our team, and 4) they share our core values, which are fundamental to the way we work, the work that we do, and who we are as a team and as individuals. These are the foundations of our culture, and if they check these boxes, the rest comes naturally.

Take a close look at the company’s core values

Think about what kind of attributes and experiences you can use to establish your connection to those values. Come prepared to discuss the challenges the employer faces, and how, referencing their values and your experiences, you can help address those challenges. Doing this shows hiring managers that you’re not only interested in the company, but also in their vision and what’s at stake. Not only that, but it also demonstrates that you’ll be able to solve problems and implement solutions in a way that works for the team involved.

Additionally, spend time thinking about which things you value in an employer before you begin your interview process. Making sure everyone is aligned on and passionate about the core values that drive a company is key to building a cohesive culture.

 

It’s important for both parties to remember that the interviewing process isn’t just a one-way street. Let’s rethink the remote hiring process. Let’s give some long and hard thought to the kind of people we want to work side by side way day after day, year after year, and let’s consider how the interview process has the potential to either set us up for success, or for failure. Let’s infuse more thoughtfulness and engagement back into the application and hiring process.