Hybrid workforces are here to stay. As the pandemic forced companies to rethink their recruiting and other operational processes, by now nearly all organizations, big and small, have adapted their remote and hybrid strategies. With the likes of Microsoft and others implementing these policies, the acceptance that employees not only prefer but also expect these types of arrangements well into the future has set in. As such, recruiters have also had to adapt in order to effectively recruit for an often new and unaccustomed hybrid landscape. This fluid environment is often challenging for organizations and requires a solid strategy and frequent adjustments.
Before jumping into hybrid workforce recruitment tips, let’s take a quick look at some data regarding hybrid work and recruiting for hybrid workforces. To better understand how employers are thinking about navigating this new world of work, LinkedIn surveyed more than 500 C-level executives in the U.S. and U.K. Top of mind for executives is the same thing on the minds of employees – flexibility. With 87% of people saying they would prefer to stay remote at least half the time, a majority of employers are adapting: 81% of leaders are changing their workplace policies to offer greater flexibility. Also, ADP Research Institute’s “On-site, Remote or Hybrid: Employee Sentiment On The Workplace” surveyed more than 9,000 full-time U.S. workers, finding that most employees lean toward a hybrid model.
With much more data confirming this shift, recruiters need to adapt to succeed in this new and fiercely competitive environment. To help, we have gathered some of the best methods to help recruit effectively for a hybrid workforce.
Determine clear expectations regarding hybrid work arrangements
First and foremost, ensuring there is a clear strategy and clear employee expectations is crucial. Since there has been so much change, with the Delta variant and other factors changing constantly, this is more important than ever. A policy that was initiated six months ago may have changed or may need updating. As an example, the full office environment likely shifted to fully remote and may have transitioned into a partial office, partial remote situation. As the Delta variant emerged, that hybrid work environment may have shifted back to fully remote again for the time being. With such fluidity, setting the proper game plan and communicating that to the entire organization, along with candidates, will help minimize future issues. These policies and procedures should be well documented and reviewed often.
Use technology to facilitate recruiting and onboarding processes
To help recruit during these trying times, technology should be celebrated and accepted as it can facilitate many processes. Just like hybrid workforces will be common moving forward, hiring will continue to involve virtual procedures due to the time and cost savings associated with them. For example, video conferencing software like Zoom and Google Hangouts allows recruiters to remotely schedule initial interviews for screening purposes. AI-driven tools, such as chatbots, can also help screen candidates, saving time and automating part of the hiring process. Collaboration software, like Slack, can facilitate communications, including HR or other recruiting needs. Digital assessments can be administered quickly and efficiently with the correct software platforms. Finally, onboarding has taken on a new dynamic as technology is allowing new hires to feel as though they are part of the team, even when not physically present. Take a look at your processes and outline which are taking the most time, which can be improved, and look for technology that will help
Expand your geographical search locations
One of the biggest advantages that remote and hybrid work environments have brought to recruiting is the ability to find talent outside of what may have been your typical geographical areas. This opens up the candidate pool immensely, as workforces may not have to be physically near the office or headquarters. To recruit in this vast landscape, it is imperative that you focus your efforts on the platforms and methods that will get the best results. As an example, virtual job fairs can connect recruiters to amazing talent, allowing them to build relationships and fill roles. Utilize social media, such as LinkedIn, to expand your search. Be sure any job postings are set to allow for remote applicants when applicable.
Leverage your employer brand to attract talent
More so than ever, your employer brand plays a vital role in recruiting a hybrid workforce. Potential candidates will be scouring the internet and social media to get a better feel of your company culture and how they may play a role. By leveraging internal brand ambassadors, using social media to provide an insider view of your day-to-day activities, and communicating your hybrid work expectations, you can surely attract additional recruits. Using these platforms to remotely build an emotional connection and showcase your differentiating factors will immensely help your efforts.
Recruiters can effectively attract and hire talented individuals for these new hybrid work environments using the above suggestions. Additionally, there are many other opportunities to reinvent your systems and processes to accommodate the new wave of clients today and in the near future. As mentioned, employees will continue expecting these hybrid arrangements, and recruiters will play a vital role in matching this era of talent to their organization.
