Remote Hiring: Best Practices for Screening and Interviewing Candidates

The rise of remote work has transformed recruitment across industries, including healthcare and nursing. For hiring managers, conducting remote interviews effectively requires new strategies to ensure candidates are assessed fairly, efficiently, and thoroughly.

At RNNation.com, we’ve seen organizations successfully adapt their hiring processes to remote environments while maintaining high standards for candidate evaluation. Here’s how to do it.

1. Prepare a Structured Remote Interview Process

A clear, structured process ensures that all candidates receive a consistent experience. Steps should include:

  • Sending detailed interview instructions and links in advance
  • Outlining the interview format and expected duration
  • Assigning clear roles for each interviewer

Tip: Use a checklist for each stage of the interview to standardize evaluation criteria.

2. Use Technology Effectively

Reliable video conferencing platforms are essential. Make sure both interviewers and candidates:

  • Have tested audio and video in advance
  • Are familiar with platform features (screen sharing, chat, recording if permitted)
  • Have a quiet, professional environment for the call

Tip: Record interviews (with consent) to review responses and share with other decision-makers.

3. Assess Communication and Soft Skills Virtually

Without in-person interaction, evaluating a candidate’s communication and interpersonal skills requires extra attention. Look for:

  • Clear and concise verbal communication
  • Active listening cues, such as nodding or summarizing points
  • Ability to engage and build rapport over video

Tip: Ask situational and behavioral questions that reveal empathy, problem-solving, and collaboration skills.

4. Incorporate Practical Assessments

Remote hiring can include skill-based assessments to evaluate clinical knowledge, technical abilities, or role-specific competencies. Examples:

  • Scenario-based questions
  • Virtual simulations or case studies
  • Written assignments or documentation exercises

5. Maintain Candidate Engagement

Remote interviews can feel impersonal if not managed carefully. Enhance engagement by:

  • Clearly explaining next steps after the interview
  • Encouraging questions about the role and organization
  • Sending follow-up communications promptly

6. Evaluate Cultural Fit and Motivation

Even remotely, it’s important to assess whether a candidate aligns with your organization’s values and mission. Ask questions like:

  • “What attracted you to this role and our organization?”
  • “How do you stay motivated and productive in remote or independent work settings?”

Final Thoughts

Remote hiring doesn’t have to compromise quality. By structuring interviews, leveraging technology, and focusing on communication, soft skills, and role-specific assessments, hiring managers can effectively screen and select top candidates, no matter where they are.

At RNNation.com, we provide tools and resources to help healthcare employers optimize remote recruitment, ensuring they find skilled nurses and professionals who thrive in virtual environments.