The big difference between co-located hiring and remote hiring is the fact, that you likely won't see a candidate in person before you take the final hiring decision. This can be challenging for hiring managers, as the interpersonal connection, as well as casual conversations, can often influence a job interview, and online communication tends to be more transactional.
When conducting remote interviews, additional effort has to be placed on the following:
Let's go through these...
Many (tech) companies don't have an initial culture interview anymore. The first interview goes right into disecting the CV, seeing if there is a fit within the company, and assessing qualifications in order to evaluate if the interview process should get continued.
However, culture is 100x as important in a remote team, and a proper cultural fit should be assessed, prior to looking at skills alone.
As the first interview ever, possibly schedule a 15-20 minute casual chat, either with a team member, or possibly even a founder. Talk about goals, aspirations, motivations over skill, studies and similar. It will give some initial signal, if communication and collaboration will work out with this person – an incredibly important pointer.
As part of this talk, it can be good to bring up some common issues in your remote team, and see how they can tackle it. Don't put too little weight on this one: A great, skilled worker is essentially rendered useless, if they can't function in a remote setting.
It can be good to check for the following things, amongst others:
There are a lot more things you should look out for of course, but with a few directed questions, you should be able to give a good signal.
Whiteboard Interviews? Live Coding? Pair Programming? Your favourite skill assessments are difficult to hold up in a remote setting. Instead, you can try out the following strategies to assess skills:
Hiring employees in your own country is fairly simple. The only real differences may be between state or regional taxes and regulations. But if you want to hire remote workers in foreign countries as employees or contractors, then it becomes more complex.
Global job boards allow you to post and distribute your postings to hundred of thousands people worldwide, but do you really want that?
Salaries in remote working settings can be tricky. Should you pay them equally as local employees? Or rather as much as they'd earn in their home country?