The tectonic shift towards remote and hybrid work is likely to have far-reaching consequences on your hiring processes. Remote employees serve as a talent pool for several remote-only companies and this makes it crucial for you to foster a strong team bond to reduce your employee turnover.
Hybrid work is also an amazing opportunity for you to boost diversity, equity, and inclusion in your team while leveraging a talent pool of international workers.
Those working remotely overwhelmingly support continuing some form of remote work for the rest of their careers and so, it’s no surprise that 1 in 6 paid U.S. jobs on LinkedIn now offer remote work.
However, companies may still require employees to work from the office occasionally. This disparity between employees and employers has given rise to a popular solution that meets both the in-office needs of organizations and the remote-working preferences of the workforce – the hybrid work model.
What is hybrid working, and how does it impact the tech recruiting process? What is the skillset employees need to possess to be able to perform well in a hybrid work arrangement? This article will explore how hybrid work is changing the traditional workplace.
What is the hybrid work model?
A hybrid work model is one in which an employee's schedule includes both in-office and remote work. There is no universal way to do this – each organization creates a hybrid model depending on the company's structure and needs as well as the requirements of the workforce.
Harvard Business School surveyed nearly 1,500 employees who worked remotely from March 2020 to March 2021. They discovered that 27% of the employees wished to continue full-time remote work, and an even larger 61% would prefer a hybrid model that involves at least two to three days of working from home.
In May 2021, Sundar Pichai announced a hybrid working model for Google employees, offering work flexibility in several forms. Google then shifted to a hybrid work week, with three days in-office and two remote working days.
It also provided the possibility of global relocation for employees and opportunities for fully remote work. With a combination of these options, Google aimed to have a mix of working schedules, with 60% of the workforce working hybrid workweeks, 20% being in-office full time in new locations, and 20% being completely remote.
In the end, though discussion around hybrid work has been on the rise, there is no clearly defined model or structure for organizations to follow. At its core, however, the hybrid model attempts to have some form of a mix of remote working and in-office working for its employees.
How hybrid working impacts tech recruits
The hybrid working model is becoming increasingly popular. A survey by Envoy found that 47% of employees are likely to search for a different job if their current employer doesn’t offer a flexible working model. The flexibility of a hybrid working model allows employees to have a better work-life balance.
A study from Slack shows that this time flexibility is the key reason for people’s growing preference for hybrid working models. When one has more control over their working schedule, they can easily make time for their personal lives and improve their mental health: remote work can increase employee happiness by up to 20%.
The hybrid model allows for virtual hiring processes that are much more efficient for both employers and employees when it comes to recruitment. Hybrid work and virtual hiring also open up the pool of candidates for an organization, offering them a more extensive and diverse range of candidates and skillsets.
By reducing the geographical barrier to entry, the candidate pool can now include previously excluded groups such as single moms, those living in remote areas, and students who wish to work while studying. Having access to more potential employees is now more critical than ever as companies struggle to hire talent in the current American Great Resignation.
Once you expand your candidate pool, you can streamline your hiring process by using FloCareer to pre-screen and shortlist resumes, conduct high-quality interviews and track the applicants’ progress.
Companies may feel less restricted in the hiring process when they don’t have to prioritize the proximity and location of potential employees, allowing them to focus more on hiring the person with the right skills for the job.
Professionals in tech may be reluctant to apply to or accept jobs at firms that don’t allow the location or time flexibility that the hybrid working model provides. If an organization offers hybrid working options, it gives them a competitive edge and may hint to candidates that the firm values their comfort and satisfaction.
The skillset needed for hybrid work success
Working in hybrid roles can be quite different from office-based roles. Here are a few core skills that your team needs in a hybrid workplace:
Effective communication and conflict management
When working in a hybrid environment, the lack of physical proximity can magnify minor misunderstandings, causing conflict to arise. Having effective verbal and written communication and conflict management skills is essential to ensuring a productive and positive work environment.
Employees in hybrid workplaces should also be clear and concise in communicating with their teams to prevent conflicts or misunderstandings.
Flexibility and adaptability
A flexible work schedule means adapting to many changes in workflow processes, forms of team collaboration, and management styles. Only those who have a growth mindset and are quickly able to adapt will be able to withstand new ways of working and the unpredictability that comes with it.
Being a team player
Hybrid employees still have to work in teams, except with flexible schedules and a lack of physical proximity. Along with good communication, one must be able to engage well with their team and be open to giving and receiving feedback from the group. When you are transparent with your team, it builds trust and fosters healthy communication for greater productivity.
Employees in a hybrid workplace are effective when working without waiting for every instruction and frequent check-ins with superiors. Flexible working means you have more agency, not just with your time but also with the initiatives you take in your work.
Independence and a sense of personal responsibility are vital to ensure your tasks are done in time and that the organization is running smoothly.
The future of tech recruiting and hybrid working
The workforce’s growing preference for remote work means that employers must adapt accordingly. The hybrid work model is not a passing trend, and employers that refuse to change with the times may struggle to recruit or retain employees.
A survey by McKinsey found that nine out of ten organizations will be moving toward the hybrid work model. The survey also discovered that employee productivity increased during the shift to remote work throughout the pandemic. When employees have more agency over their time, they are likely to be more comfortable and satisfied.
So if you are looking to hire a remote workforce, consider using FloCareer. We allow applicants to take on-demand interviews anytime, anywhere, and on any device, removing the geographical barrier to applying for a position and giving your company a competitive edge in the hiring process.
With over 7,500,000 interview minutes completed and a bank of over 1,500,000 questions, FloCareer’s 3,000+ technical interviewers can help you select the right remote candidate for your firm.