Hiring in the hybrid work environment: 5 tips for recruiting managers

The hybrid working model has struck the right chord in the corporate world. It appears to be the most workable option when trying to balance operational costs, productivity, flexibility, employee retention and quality of life. Many organisations operated on a hybrid model earlier too but now it has become the model of choice for a larger number of organisations. The model is quite new for the larger populace and HR departments are still working on the finer details. 

Recruiting in the hybrid world differs from traditional recruiting. Recruiters have to pick the right kind of people to succeed in a hybrid environment and organisations must create the right working environment for the model to thrive. Employees have to be comfortable working in two places and without frequent interactions with their colleagues.

Here are five tips for recruiters hiring for a hybrid work environment: 

1. Understand organisational expectations: Recruiters must begin by understanding the organisation’s expectations from the employees working in a hybrid environment. Formalising and documenting the expectations helps decide what qualities to look for in future employees. 

a.Define the employee roles that will fit into the hybrid work environment. Certain roles cannot be performed remotely.

b.Recruiters must be clear about which attribute is more important to the organisation: productivity or the number of hours. Being clear about these details also helps candidates decide whether they would fit in or not.

2. Take advantage of technology: Recruiters should pick the right tech tools to help with recruitment.

a. Sourcing tools: Recruiters can use every appropriate online job portal to search for the right candidates.

b. AI-powered assessment tools: Using the right assessment tools can help recruiters narrow down the pool of candidates. Intelligent pre-hire tools allow recruiters to model tests to identify attributes such as soft skills, team spirit, creativity, social awareness, problem-solving skills and accountability.

c. Video interview platforms offer immense flexibility. Interviews can be pre-recorded or conducted live. Video interviews allow recruitment teams to avoid scheduling hiccups and enable them to gauge a candidate’s screen presence and behaviour under pressure. Motivation and drive can also be gauged to some extent.

Pre-recorded interviews can be assessed by the recruitment teams at their own time. Many such platforms are also equipped with well-structured interview questions that can be customised if needed.

   

3. Transparency is key: Work hours, skills needed, tools provided, company policies, meeting attendance requirements—all of these must first be defined by the recruitment team and then communicated to future employees. 

It is important that candidates are presented with a realistic picture of the existing hybrid environment and how it may change along the way. A well-defined hybrid environment is still a work in progress in most organisations.

4. Search for the right qualities and skills: To succeed in a hybrid environment, recruiters must look for specific skills and qualities in their candidates. 

a. Employees must be comfortable working in a hybrid environment. Employees who are uncomfortable working away from the office and who feel energised only when they are amongst people are not the best fit for remote work. Employees who are a good fit are those who have a track record of working independently and are focussed when working in isolation.

b. Self-motivated employees thrive in a hybrid environment. They do not need constant validation from others or constant supervision. 

c. Employees with strong work ethics and an entrepreneurial spirit can work independently. Such people do not feel overwhelmed by sticky situations and can handle most problems independently.

d. Employees must be willing to learn new tech tools when required.

e. Employees who can maintain a work-life balance fit easily in a hybrid environment. Without fixed hours, employees should be able to remain completely focussed during work hours and know when to relax. Such employees will know how to avoid burnout.

f. Employees expecting to be a good fit in a hybrid workplace must be adaptable and not lose focus when shifting between home and office. 

5. Support during onboarding: Recruitment teams must provide sufficient support to new employees during onboarding. New employees in a hybrid environment require more support, especially if the onboarding is done remotely. They should have access to the right IT support, equipment and necessary technology platforms. Every detail may become a time-consuming problem if not planned well. A mentor or office buddy could be assigned to help new employees so that onboarding is smooth and newbies can be productive from the beginning.    

New employees need to be integrated into the organisation’s culture quickly. It requires some effort to create opportunities to interact. Virtual or hybrid gatherings over coffee or a meal can help ease the transition for new employees. A strong culture with a high-functioning, cohesive team can exist only if employees are connected, regardless of location. It requires some effort but it can be accomplished.

Find the right team

A hybrid working model benefits both employers and employees but the right team is a necessity for the model to succeed. Recruiters must be aware of the kind of qualities required and the organisation as a whole must ensure that the right work environment is created. Regular feedback from new employees after onboarding can help improve and modify the hybrid work environment where needed. 

With the help of its group company HirePro, Careernet offers recruitment teams a frictionless virtual hiring platform crafted for remote hiring. The AI-powered platform offers sourcing, screening, auto-proctored assessments and interviews and paperless onboarding. The HirePro platform is perfect for campus hiring as well as mid- to senior-level hiring.

Write to us at sales@careernet.in for a demo.

Sources:

1. https://www.cangrade.com/blog/talent-acquisition/hiring-in-the-hybrid-work-environment-3-tips-for-recruiting-managers/ 
2. https://www.fm-magazine.com/news/2022/nov/4-tips-building-effective-hybrid-team.html
3. https://www.thehrteam.com/blog/five-proven-ways-to-improve-recruitment-and-onboarding-in-the-hybrid-workplace/