There are two parts to your question. I will answer the second one first.

Remote hiring isn't as remote as it once was. After rule in age of telephones, Skype, and FaceTime, you can spend a lot of time with someone evaluating them even though they may be in another city.

As for best practices, the most important practice to be established is determining what it is you really need to hire to be satisfied with your new employee. Remember, every criteria you add to the mix reduces your pool of potential solutions to your problems.

Once you have a clear idea of what you really need, you need to figure out how you will assess for that experience. If you were going to ask other people to interview a candidate, you need to get them clear on what they are to interview about, and what they need to assess for.

Too often, colleagues take job hunters down rabbit holes that they don't deserve to be taken down. Everyone in your organization has to be clear about what they are part of the assessment process his head what they are to interview for otherwise you will turn off way too many people.

Tip of my hat to Jeff's answer.

I will add my perspective in more of a 'big picture' way.

The biggest frustration people have in hiring - be it local, regional or international - is getting it 'right'.

'Right' is defined as the right person, at the right time, for the right job.

So in other words, whatever question(s) you ask, each must lead back to this Right Fit principle.

A caveat is to be prepared that you, for whatever reason, do not find the 'perfect' candidate (if there is such a thing).
What will you do then?

Line out your wants, must-have's and wish list of attributes. Make these clear to applicants for it to be fair play.

Last thought - know that introverts may 'bomb' the interview because of the communication situation, and not because of their worthiness. Use both written and verbal responses to judge best candidate.

Let's get on a call and get you the right hire!

Can you be more specific?
What type of employee are you looking for?

regards,

David

Great points shared by Jeff and Arjun! I would also like to add the following:

Assuming you are in the United States and depending on your state, there will be specific requirements that you need to comply with before you hire your first employee. If you will offer a remote or hybrid work arrangement (which may be ideal depending on your business), sufficient technology tools and great communication skills will be key to ensuring the success of your new employee. In my experience, a lack of trust and clear expectations can lead to frustration on both sides of the table. It will be critical for you to build relationship with your new employee and take the time to understand each other’s work style and communication preferences.

Once you have your basic HR infrastructure in place, create a clear job description that outlines the essential duties and qualifications (including education, experience, skills, etc.). I recommend that you use inclusive language, highlight transferable skills, and consider making a degree optional instead of required to allow for a more diverse candidate pool. As a best practice, be transparent about the salary range for your position. Using the job description as a guide, identify job-related interview questions that will help you evaluate the candidate’s qualifications. Skip the trendy “what animal are you” questions as they aren’t job-related and may frustrate/annoy your candidates. Use open-ended questions that require the candidate to explain their past experience and avoid questions that allow for a yes/no response (especially in regards to technical skills). Ask the candidate about their preferred work styles and which communication methods have been most successful for them in the past to help you assess if they will align with your own. As a best practice, try to include two or more individuals in your interview process to allow for different perspectives on candidate responses. To ensure consistency and fairness, present the same interview questions and use a rating system to evaluate candidate responses. Finally, be flexible and transparent about the realities of the job and your culture to reduce potential turnover from candidates who see a disconnect between your projected image and reality.

Let me know if you would like to chat more about your specific needs.

Making your first hire is an important milestone for any business. Here are some best practices to consider when making your first hire:

Clearly define the role: Begin by clearly defining the responsibilities and expectations of the role you are hiring for. Create a detailed job description that outlines the key tasks, skills, and qualifications required.

Determine your budget: Before starting the hiring process, establish a budget for the position. Consider factors such as salary, benefits, and any additional costs associated with onboarding and training.

Seek referrals and network: Leverage your personal and professional networks to find potential candidates. Referrals often yield high-quality candidates and can help ensure a cultural fit within your organization.

Conduct thorough interviews: Develop a structured interview process that includes both behavioral and situational questions to assess candidates' skills, experience, and cultural fit. Consider involving multiple team members in the interview process to gather different perspectives.