With the growing interest in hiring offshore talent, it’s important for employers and hiring managers to know how to interview these candidates properly. 

Finding the right people is more than just checking their technical skills. You also need to look at how well they communicate, if they fit in with your company’s culture, and if they can work well with a team spread across different locations. While it’s easy to spot an obviously good candidate, there are certain red flags at the interview stage that are unintentionally ignored.

Here are 7 red flags to watch out for when interviewing offshore talent:

1. Poor Technical Knowledge

A candidate’s technical skills are important. However, if they give unclear or inconsistent answers to technical questions, it might mean they don’t know as much as they claim. Clear, detailed answers show confidence and competence. Candidates who only talk about tools without having satisfactory knowledge of how to use those tools to impact business outcomes might not have the expertise you need. Look for those who can explain why they used specific tools and how they solved problems with them.

2. Bad Communication Skills

Effective communication is important for any role. If a candidate has trouble understanding and responding accurately, it’s a major red flag. They need to have the necessary language skills to communicate clearly. Beyond speaking clearly, if a candidate struggles to explain their ideas, it could mean future communication problems. Look for clarity, coherence, and the ability to easily get their ideas across.

3. Inconsistent Work History

A candidate’s work history can tell you a lot about their reliability. Frequent job changes without clear reasons can be a red flag, which could mean potential issues with commitment and stability. Look for patterns in their job history and ask about any gaps or frequent changes. For example, if a candidate has switched jobs every six months without a clear reason, it might suggest they have trouble staying in one role. Make sure they can explain these changes to assess their reliability.

4. Lack of Experience with Digital Tools

For an offshore hire, proficiency with digital tools is imperative, as their effectiveness in working remotely hinges on their ability to work with digital tools. Candidates who lack experience with these tools may struggle to fit into your organisation. Ask about their experience with digital tools and their willingness to learn new ones. If they have never used these tools, they might not integrate into the team seamlessly. This can cause problems with communication and task completion. By choosing candidates who already know how to use digital tools, you can avoid these problems and ensure a smoother workflow.

5. Lack of Cultural Fit

When hiring talent from other countries, it’s important to ensure that the candidate’s values, work style, and communication preferences align with your organisation’s culture. If there are significant differences between the candidate’s approach and your company’s culture, it could lead to misunderstandings, conflicts, and lower job satisfaction. For instance, if your company values open communication and teamwork, but the candidate prefers working independently and doesn’t engage well with others, this mismatch could cause issues.

6. Lack of Experience

While hiring  offshore talent can offer cost advantages, it is important to make sure that  they have the necessary experience for the role. Hiring someone without the right experience means that they have to go through training and redo tasks several times which in turn slows down work. Watch out for candidates who exaggerate their experience or are unable to provide examples of previous work. During the interview, ask for specific details about their past projects. Ask about how they performed in previous roles and the outcomes of their work. For example, if you’re hiring a digital marketer, ask them to describe a recent project and how they contributed to the marketing success. This will help provide insights into their capabilities and ensure they have the relevant experience needed for your position. 

The process of hiring offshore talent can be very tasking but don’t sweat it, we’ve got you covered! 

At Arwana, we specialise in connecting global employers with top overseas talent in marketing, communications, administration, and design. Partnering with us, a leading offshore staffing company, guarantees access to top-quality talent tailored to your specific needs. With our expertise and extensive network, we can connect you with the right professionals who possess the right skills, and are a perfect fit culturally, while helping you save up to £20,000 in salary costs per role. 

If you’re looking to expand your team, please book a commitment-free discovery call with us or send an email to hello@arwana.co.uk.