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Questions To Ask Before Hiring Online


Hiring online is gradually becoming one of the most popular and effective ways employers connect with service providers or employees. Hiring online has made it easy for most professionals to offer their services or expertise from miles away or from the comfort of their homes. The world is not where it used to be years ago and one of those developments currently allows employers and employees to execute business online without having to physically meet. As great as this might sound, there are necessary factors that need to be in place and questions that need to be asked before proceeding to hire online.


This write-up highlights a few questions employers should ask before hiring that person you think is a perfect fit for the job. Why? These questions will help you determine if you should move to the next level or immediately end the conversation and check out other options. If you're considering hiring online, below are questions you should consider asking before going ahead to seal the deal.


What Makes You Perfect For This Job? It is safe to assume that at this point that you already know their name, what they do, and other necessary information about them, so it's time to ask the big questions. Asking the person you want to hire why they feel they are perfect for the job allows you to understand their perspective and why they want the job.


Any Previous Working Experience Relating To The Job Description? This question helps you to determine if you are hiring a professional or a person who wants to learn on the job. It is guaranteed to help you identify if you can afford to hire someone with little or no experience. When you know the level of experience the person has relating to the job they're applying for, it supports you as the employer to understand what situation you are getting yourself into and how best to handle it.


Can I See A Sample Of Other Jobs You've Done? Asking this question doesn't mean you don't trust the person's abilities or you're having reservations. This just helps you know for sure if their skills are in line with what you're looking for. If the samples are convincing enough, you can decide if the conversation should continue.


Are You Currently Occupied With Other Engagements? This question helps both parties understand the importance of the job at hand and if the prospective employee has any other engagements that might slow down the progress. For most people, the go-to response would most likely be No. If the answer is Yes, then you can make a decision faster. If the answer is No, then you'd need to ask the follow-up question below.


How Fast Do You Deliver Jobs Assigned To You? People who offer services online, most likely deal with multiple clients simultaneously, so having a time frame to work with might not be such a bad idea. When the prospective employee tells you how fast they deliver, you will be able to determine if that time frame works for you or adjustments will need to be made. Asking this question gives you a detailed understanding of how things will operate.


Would You Say You Are Proactive Or Reactive? This question gives you a chance to know the type of person you will be working with. Being proactive means they take charge of situations and try to keep them under control. If it’s a reactive candidate, you can inquire to understand how they typically operate under pressure. How do you know if an employee is proactive or reactive? Throw in a hypothetical situation and let them offer solutions. This will be categorized as a behavioral question.


What Are Your Normal Working Hours? This is a rather extensive question but would be useful for you over time. The answer indicates when the prospective employee is available to work and if the hours are aligned with your business needs. A compromise may be needed that will be beneficial for both parties.

Every situation won't require you to ask all of these questions, but you should try to incorporate some of them. The answers will produce great insight that will assist you in making a good hiring decision.