Strategies for recruiting a hybrid workforce

The hybrid work model, a post-pandemic blend of remote and in-office working, is now the way the world prefers to work. 

“..we don’t have to be physically together to feel like we’re in it together. “

LinkedIn

How prepared are you with strategies for recruiting in the hybrid world?  Here are some ideas.

Define and demonstrate. Hybrid work has no universal definition. Some companies decide which employees can work remotely and which others must work in-office. Many others adopt a flexible approach where employees can exercise their own choice. Bearing in mind that today’s workforce is well aware of these models, recruiters should clearly define their hybrid work policy when writing job descriptions.

     

Equally important, recruiters must walk their talk. 

Conducting virtual hiring events and interviews is one way to demonstrate to interested candidates that your company is flexible, up to speed with current trends and willing to accommodate their demands.

Leverage technology. Automated hiring platforms are critical to streamlining hiring procedures, particularly for entry and mid-level positions. Tech tools like Applicant Tracking Systems (ATS) and assessment software help speed up the hiring process, cut costs and save time. Video interviewing tools, chatbots and collaboration software help to engage candidates strongly through the recruitment process, provide quick  updates and offer a seamless experience. 

Reinforce your employer brand. Savvy employers know that job seekers today research organisations before applying for openings. To attract the right candidates, your employer brand must showcase your hybrid work policy. Using social media channels or your company’s careers website page, create visual and written content that captures how your organisation has adapted to the hybrid work culture.

 

Search anywhere for talent. From the recruiter’s perspective, hybrid work has opened up opportunities to recruit talent from distant locations. To maximise this advantage, it is crucial that you select platforms and methods that will deliver the desired results. Virtual career fairs, for instance, can help you reach out to diverse talent and build strong connections. Use employment-related sites like LinkedIn to search for talent. Whenever possible, set job postings to include remote applicants.

Communicate with empathy. Identify closely with the  candidate experience throughout the hiring process. Communicate often with candidates to develop a strong human connect. Also, convey a frank and clear picture of how the hybrid work policy operates in your company to ensure that candidates’ expectations are in sync with job responsibilities and company culture.

 

Nurture human bonding

Onboarding a newly hired hybrid workforce is a challenge. How can they imbibe the sense of belonging that grows naturally with in-person processes? To get around this, have all new employees on flexible schedules be present in the office through the onboarding period. 

If you have new hires located in other towns, technology can facilitate an immersive virtual onboarding experience to eliminate the disconnect that comes from being physically distant. Schedule virtual meetings to introduce the new hires to their colleagues. Check in regularly to ensure their well-being.

 

Mailing all your new employees a welcome package is another option to add a touch of warmth to hybrid working.

Managing problems

For all the hype around hybrid workplaces, organisations are learning that this novel approach to work comes with unique challenges. 

For example, when teams are scattered, they risk working in silos and missing out on the benefits of collaboration. New hybrid workers may feel isolated and disengaged, often disconnected from the camaraderie that comes with meeting up everyday, coffee breaks and informal work discussions. Missed schedules and communication gaps can derail projects and deadlines.

The future of work is employee well-being. Thoughtful strategies for hybrid work can overcome most of these concerns. Here are some ideas:

• Define a 30, 60 and 90-day plan for new hires that lays out clearly what they are expected to deliver in these initial phases and helps to instil confidence and keep them grounded. 
• Choose the right method to stay in touch with workers. Use video-conferencing to schedule orientations by HR managers for new remote workers; follow up with frequent check-ins.  
• While in-person is the appropriate way to conduct performance reviews, email would be more suited to quickly sending meeting updates. One-to-one meetings by managers and skip-level discussions are effective ways to maintain employee morale, deliver the all-important human touch and build loyalty and team spirit. 

References:

• https://acarasolutions.com/blog/recruiting/developing-a-recruitment-strategy-for-a-hybrid-workforce/
• https://www.linkedin.com/pulse/2022-new-world-work-revealed-daniel-shapero/?src=or-search&veh=www.google.com
• https://www.peoplematters.in/article/strategic-hr/strategies-for-building-a-hybrid-workforce-that-works-34414
• https://propella.in/how-to-develop-a-recruitment-strategy-for-a-hybrid-workforce/
• https://www.comparably.com/news/how-to-recruit-effectively-for-a-hybrid-workforce