2. Communication when things aren’t perfect In a remote environment, communication isn’t a soft skill. You’re not testing whether someone can speak English fluently. You’re testing whether they can communicate clearly when context is missing, instructions are asynchronous, and expectations evolve mid-stream. We’ve all seen what happens when this goes wrong. Missed deadlines because assumptions weren’t clarified, and work delivered that technically meets the brief but misses the intent. And lastly, silence when something goes off track. Good offshore hires do the opposite: they ask questions early; they confirm understanding, and they flag risks before they become problems. We worked with a global fintech that hired a South African operations analyst. During onboarding, the role scope shifted slightly as the business grew. Instead of waiting for formal updates, the analyst documented the changes, proposed a revised workflow, and sent it back for confirmation.
Good offshore hires do the opposite: they ask
questions early; they confirm understanding, and they flag risks before they become problems.
That behaviour builds trust quickly. It also saves managers time, which is often the hidden cost of poor remote hires. When evaluating candidates, look at how they respond to incomplete information. Give them a task with ambiguity and see whether they clarify, assume, or freeze. That tells you far more than a rehearsed interview answer. 3. Do they understand how you operate? Technical skill and communication matter. Context awareness ties everything together. The best offshore hires understand how your business actually works. They grasp reporting lines, decision-making styles, customer expectations, and what “good” looks like in your environment, not just theirs.
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ISSUE 20 GLOBAL PAYROLL MAGAZINE
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