Remote hiring feels like a completely different game. The resume looks perfect, the interview goes well, but three months later, productivity is down and communication has gone sideways. What worked in your conference room doesn’t automatically work from someone’s kitchen table.
The gap between traditional workplace skills and remote work proficiency is real. You can’t just walk over to check in when things feel off. You can’t read the room when there is no room or catch the small moments that build trust and collaboration.
The companies getting this right have figured out something crucial. Success managing remote teams comes down to a specific set of skills that you can actually identify and assess during your hiring process. We’ve mapped out the essential remote work skills that separate the superstars from the candidates who’ll leave you wondering why productivity ground to a halt.
1. Adaptability
Look for candidates who can pivot when your company changes direction. Remote environments amplify the need for workplace adaptability because there’s no manager nearby to course-correct in real time. Research from Great Place to Work shows that companies with highly adaptable remote teams see 42% higher productivity than typical workplaces.
What this looks like in practice: Your team restructures mid-project, and, instead of getting derailed, they seamlessly adjust their workflow and deliverables. They don’t need hand-holding when priorities shift or when new tools get introduced.
How to assess this: Ask about times they had to completely change their approach on a project. Listen for examples where they took initiative to solve problems rather than waiting for guidance.
2. Empathy
Empathetic employees are productivity multipliers in remote settings. They can read between the lines in written communication and catch team dynamics that might otherwise fall through the cracks.
Research shows that “managers who lead with empathy and show concern for workers’ well-being are more likely to increase their team’s performance and productivity than others,” reports Carolyn Crist, journalist at HR Dive.
What this looks like in practice: They notice when a teammate seems overwhelmed during video calls and proactively offer support. They ask thoughtful follow-up questions and remember personal details that help build stronger working relationships.
How to assess this: During interviews, pay attention to how they talk about past colleagues and challenges. Do they show understanding of different perspectives, or do they blame others when things go wrong?
3. Communication
Strong communicators mitigate the majority of remote work problems before they surface. They’re proactive about sharing updates, clear about expectations, and skilled at building relationships through screens.
Without effective communication, remote work leads to misunderstandings, decreased productivity, and low team morale.
This can be a challenge to do via online platforms, but you can build remote asynchronous communication skills with some practice.
What this looks like in practice: They send well-structured emails that anticipate questions, give clear status updates in team meetings, and know when to pick up the phone instead of sending another message.
How to assess this: Pay attention to how they communicate throughout your hiring process. Are their emails clear and timely? Do they ask good questions during interviews? Can they explain complex topics simply?
4. Independence
Independent employees are non-negotiable for remote and hybrid work arrangements. When your team spans multiple time zones, you can’t be available for constant guidance. According to Holger Reisinger and Dane Fetterer at Harvard Business Review, “autonomy is an indispensable component of motivation and a key driver of performance and well-being.”
What this looks like in practice: They make smart decisions when you’re offline, research solutions before asking for help, and move projects forward without waiting for permission on every small detail.
How to assess this: Ask about times they’ve had to solve problems without immediate supervisor support. Look for candidates who show resourcefulness and sound judgment in their examples.
5. Motivation
Self-motivated employees separate successful remote hires from expensive mistakes. Without the energy and accountability of an office environment, unmotivated workers quickly become productivity drains. Remote work removes many external motivators like office energy, peer pressure, and direct supervision that keep people productive.
What this looks like in practice: They maintain consistent work quality and deadlines without external pressure. They take initiative on projects and stay engaged during virtual meetings even when their camera is off.
How to assess this: Listen for passion in how they talk about their work and career goals. Ask about their workspace setup and daily routines to gauge their commitment to remote work success.
6. Time management
Strong time management prevents most remote work failures. Home environments are full of distractions, from family members to household tasks. Employees who can’t manage their time effectively will struggle with productivity and miss important deadlines.
What this looks like in practice: They block time for focused work, set realistic deadlines for themselves, and communicate proactively when priorities need to shift. They know when to say no to additional requests that would compromise existing commitments.
How to assess this: Ask specific questions about how they structure their days and handle competing priorities. Pay attention to how they manage time during your interview process itself.
7. Emotional intelligence
Emotionally intelligent employees become the glue that holds remote teams together. They can navigate the nuanced world of virtual communication where tone and context often get lost. According to the data, “employees are 400% less likely to leave their job if they have a manager with high emotional intelligence,” reports Mike Poskey, president and CEO of ZERORISK HR, Inc.
What this looks like in practice: They sense when a colleague is struggling during a video call and follow up privately to offer support. They communicate clearly in written messages without creating misunderstandings or hurt feelings.
How to assess this: Pay attention to how they describe past workplace conflicts and team challenges. Do they show empathy for others’ perspectives or only focus on their own experience?
8. Reliability
Reliable employees are the backbone of a successful distributed workforce. When you can’t physically check in with someone, their track record of following through becomes everything. Unreliable remote workers create cascading problems because delays and miscommunications get amplified when teams are distributed.
What this looks like in practice: They consistently deliver work on time, communicate proactively about potential delays, and follow through on commitments made during virtual meetings. When they say they’ll handle something, it gets done without you having to follow up.
How to assess this: Ask for specific examples of how they’ve managed competing deadlines and unexpected challenges. Check references specifically about their follow-through and communication patterns.
9. Organization
Well-organized remote employees save everyone time and frustration. They can quickly locate files, track the status of projects, and manage multiple priorities without constant guidance.
Disorganized remote workers become bottlenecks because they can’t find information, miss important details, and require more management overhead.
What this looks like in practice: They maintain clean digital file structures that others can navigate, use consistent naming conventions, and keep their calendars updated. They come to meetings prepared and can quickly reference previous conversations or decisions.
How to assess this: Ask them to describe their current workspace setup and file organization system. During the interview process, notice how well they manage scheduling and follow-up communications.
10. Digital literacy
Strong digital skills prevent countless productivity problems in remote settings. Employees who struggle with technology create delays, require more support resources, and can’t adapt quickly when you introduce new tools. Digital fluency isn’t just about knowing specific software but having the confidence to learn new platforms independently.
What this looks like in practice: They use remote collaboration tools with ease, troubleshoot basic technical issues independently, and use technology to improve their workflow rather than just complete basic tasks.
How to assess this: Ask about their experience learning new software and how they handle technical challenges. Consider giving them a brief technical task during the interview process to observe their problem-solving approach.
Tips for remote recruiting and onboarding
Standard hiring processes won’t work for remote roles. Here are practical steps that successful companies use to identify and integrate remote talent effectively.
- Rewrite job descriptions to be extremely specific about work requirements. Include exact time zone expectations, remote communication tools, and independence levels needed.
- Use skills-based assessments that simulate actual scenarios. Have candidates complete written communication exercises or brief project tasks that mirror what they’d do in the role.
- Test their home office setup during the interview process. Ask them to show their workspace and explain their technology to gauge how prepared they are for remote success.
- Conduct multi-stage virtual interviews that go beyond basic video calls. Include team member interactions and problem-solving scenarios to assess remote collaboration skills.
- Start onboarding before their first official day with welcome packages and team introductions. Early engagement prevents isolation and reduces employee turnover.
- Assign a remote work buddy from their immediate team. This person should be available for both work questions and informal check-ins during the crucial first month.
- Create structured 30/-60/-90- day check-ins with specific milestones. Remote employees need more explicit feedback cycles than office workers to stay aligned and engaged.
- Use hybrid onboarding when possible by bringing new hires to headquarters briefly. Research shows hybrid approaches score highest for employee success and long-term retention.
Establish clear communication protocols and response time expectations from day one. Ambiguity around availability and communication styles creates friction in remote teams.
Build a skilled remote workforce with Pebl
When you’re looking for remote employees—the kind who actually thrive in a remote setting—the odds of finding the right person get way better when you can hire anywhere in the world. Pebl’s global Employer of Record (EOR) service lets you onboard top talent across more than 185 countries. We handle the setup of legal entities, the potential compliance headaches, the payroll and benefits complexities. And you? You focus on building your dream team. Whether your perfect candidate is in Berlin, Bangkok, or Buenos Aires, Pebl makes global hiring as easy as hiring the person across town.
Contact us to see how we can assist in your remote work journey.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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Topic:
HR Strategies
