Remote work is here to stay, and for many job seekers, working from a home office has become a standard part of modern employment. However, flexibility without clearly defined expectations can quickly lead to confusion, which affects both employee well-being and work performance. That’s why it’s increasingly important to discuss remote work early on in the hiring process.

Remote work doesn’t suit everyone. Some thrive in a home environment, feeling more focused and balanced. Others struggle to set boundaries and may be at risk of burnout. That’s why it’s essential to evaluate a candidate’s suitability for remote work during the hiring process and align expectations early.

In this blog post, we’ll share key questions to consider when hiring a remote employee. We’ll also share some real-world stories from our recruiters that show what can go wrong when home office setups lack structure.

Key Questions to Ask Before Hiring a Remote Worker

  • Is this someone who thrives in a remote work environment? Look for self-motivation, discipline, goal orientation, honesty, and alignment with your company’s values.
  • Have you clearly defined the framework for remote work?
    • What are the working hours, communication rules, and shared expectations?
    • When should the employee be available, and what outcomes are expected?
    • How will communication and collaboration be handled?
    • When and how will colleagues and clients stay in touch? What tools or platforms will be used?
    • How will you track work progress and results?
    • What metrics will you use?
    • Is there a straightforward process for handing over tasks and sharing updates?
  • Does the candidate have a suitable home office setup? A quiet, designated workspace, proper furniture, and a reliable internet connection are key.
  • How will distractions be minimized?
  • Has the candidate thought about how to manage interruptions from family members during working hours?
  • What are the candidate’s working hours and do they align with yours?
  • Are they planning to work during official hours or on a flexible schedule? Will they use their working hours for personal tasks, such as childcare or running errands?
  • How will you support work-life balance? A person who constantly works and thinks about work can burn out fast. Employers have a legal duty to mitigate work-related stress.
  • How does the candidate plan to maintain their work-life balance? Do they demonstrate discipline and confidence in sticking to a routine?
  • What is your company’s policy regarding home office expenses?
  • How will you maintain team connection and engagement?
  • How often do in-person or virtual meetings take place?
  • How do you create moments for open and honest conversations with employees — especially around concerns or challenges?

Learn from Others’ Remote Work Hiring Mistakes

Here are a few real-life examples from our recruiters of what can go wrong when remote work isn’t properly structured:

  • Running a side hustle during work hours – An employee was given complete freedom to work from home, but without any oversight, they spent their time launching a personal business instead.
  • Multiple full-time jobs – One person worked full-time remotely for several employers simultaneously. Since performance expectations weren’t clearly tracked, the employer didn’t realize the worker was underutilized. When additional tasks were assigned, conflict arose — the employee had grown used to the status quo.
  • Zoom calls from bed – A candidate routinely joined meetings from bed in casual clothes with visible clutter in the background. It later turned out that they did most of their work from bed, which negatively impacted both their professionalism and productivity.
  • Time “borrowed” for family logistics – One remote worker used work hours to drive children to school and after-school activities. The real purpose of working from home was to hide the gradually increasing hours spent not on the job, essentially working part-time for full-time pay.
  • Working until midnight – A lack of defined working hours and goals left one employee unsure of how much was “enough.” They’d end the day at midnight, anxious they hadn’t done enough — leading to burnout, extended sick leave, and eventually resignation.

Interview Questions for Remote Work Candidates

  1. Where do you prefer to work: at home or in the office? Why?
  2. What’s your experience with remote work?
  3. How was remote work organized in your previous roles?
  4. To what extent did your employer regulate it?
  5. What hours do you prefer to work from home and why?
  6. What does your home office setup look like?
  7. How do you minimize distractions during work hours?
  8. How does your family feel about your remote work setup?
  9. What are the pros and cons of working from home for you?

Final Thoughts

Remote work can be an excellent solution and a motivating benefit for employees, but only when it’s well thought out and based on clear agreements between both parties. A strong recruitment process and mutual understanding from the start help avoid miscommunication, conflict, and dissatisfaction down the road.

Need help hiring remote employees, setting expectations, or supporting your team? Get in touch! We’ll help find the right people for the right roles.