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For example, I have never spoken to my programmer. He is excellent at what he does, and he writes well, so his spoken fluency doesn’t matter. If spoken English skills aren’t that important to you for the work to be done, I suggest interviewing via chat. There are many chat programs, such as Facebook Messenger, Google Duo, WhatsApp, or other messaging platforms. This is likely how you’ll communicate if this person is hired, so knowing how you’ll communicate via chat is crucial to finding the right person. A few tips and pointers ● Keep track of the applicants and any notes and supporting documents on Google drive in a folder. That way, anyone involved in the process can access the materials. ● Develop a distinct set of questions and a process for interviewing, and use the same one for every candidate. ● How many interviews should you do? We suggest three: an initial set of emailed questions, a phone interview, and finally a video or in-person interview (if the person is a reasonable distance from the office). ● Remember, refrain from talking for the person during the interview and trying to fill awkward silences. If these moments occur with you, they will likely occur with your customers. ● Push away after EVERY interview. See if the candidate keeps coming back. Don’t chase people down; you need to know if they are serious about the job. ● A personality test is a great way to gain insight into a candidate and make sure you match the right person with your position and company. We recommend the DISC test, which you can find at https://www.tonyrobbins.com/disc/ . First Interview - Sending an email Before you even pick up the phone to talk to someone who applied, send a quick follow-up email with some survey questions to gauge whether it’s a good idea to move forward. Here are a few questions we’ve asked: 1. Why do you want this job? This question reveals applicants’ motivations. I’m not interested in people who say they’re just looking for something short term, or who are just experimenting with online work.