4 Essential considerations for hiring in the hybrid world.

In the wake of the hybrid era taking over the world of work, human resources departments have adjusted their talent management strategy according to employee expectations and work dynamics over the past two years.

The recruitment strategy is now different and considers aspects that should have been considered before the pandemic. In many ways, our experiences helped accelerate the already underway change, and now is the time to improve our priorities as individuals.

These new and changing dynamics create risks and opportunities for those focused on hiring and onboarding new employees in a hybrid world.

The power of the employee and their expectations

After the “great resignation” phenomenon demonstrating that people want more from their work than just money and status, employers are challenged to offer workers opportunities to allow flexibility in their lives through remote work.

Collaborative work is now a feature, and collaboration, and co-creation tools are essential to making it happen. For many, going to the office has become about socializing and networking rather than productivity. Organizations are now diverse, with remote teams working in different time zones supported by digital solutions.

All employees now can demonstrate that they can learn and that everyone has potential in a world marked by digital connection and remote work.

With these changes in the new work dynamics in mind, we make a list of considerations for talent acquisition in a hybrid world:

  1. Opportunity to reinvent

Gone is the traditional way of recruiting, and this accelerated growth allowed recruiters to create new and diverse talent pools. We can now work synchronously to create a seamless virtual and in-person mix.

  1. Establish high accountability measures and reduce them as you move forward.

Successful hiring in hybrid workplaces lies in keeping hiring broad at the beginning and reducing it once organizational needs and individual fit are precise. Focusing on role groups, teams, or functions and more comprehensive measures of capability and potential can help address this and reveal hidden gems you may have previously overlooked.

  1. Provide as much information about your organization as possible.

As hybrid job postings grow, organizations need to ensure they provide as much information as possible that makes the job posting news known and the company’s values so that people feel in control of their decision-making and move more quickly through the stages of the hiring process. Candidates need access to information to understand the company they want to join and explore the possibility of connecting with the environment.

  1. Always be objective

Avoid eliminating steps from your hiring process to speed up the offer time because of the pressure you feel to find the talent that fits. Make your process completely robust, stick to your steps, and allow for a fair comparison of candidates.


Source: With information from SHL.com