The pandemic has changed the way we do business, helping to define new strategies, including hybrid work. Even as offices reopen, the changes of the past year won’t allow companies to shift “back to normal.” The results of our global survey show that the flexibility of remote work led to increased productivity and job satisfaction and that employees want to continue to work remotely. Companies understand that remote and hybrid work needs to remain a part of the long-term strategy. In fact, almost three-quarters of companies intend to shift at least part of their workforce to permanent remote work post-pandemic. 

Hybrid work requires changes to your recruitment process as you look for people who can work independently, adapt to change, and are self-motivated. We spoke with Laura Haynes, Head of People at Tempo, the all-in-one-hiring platform, to dive into four best practices for rethinking recruiting. 

1. Focus on culture fit and ability to adapt to hybrid work

Recruiters need to be clear about what hybrid work looks like at their company and hire people who will thrive in this setting and enjoy this new way of working. Make an honest assessment of how employees at your company work and what traits are needed to be productive. If your company’s hybrid work model leans more heavily on remote work versus in-office, look for candidates who are great at “self-managing” in terms of their time and energy levels, without needing to work in sync with others in an office for motivation. Seek out candidates who can be productive from home without constant nudges about how a task is progressing. Good communication is another critical trait. Remote workers who could benefit from developing their communication skills or don’t know how to ask for what they need will struggle in a hybrid work environment. Clear and direct communication skills will improve workflow and keep everyone aligned.  

2. Get the interview process right

One of the challenges of remote hiring is the interview process itself. Job interviews are stressful, video interviews even more so. Set up expectations with an initial phone screening to outline the interview process and detail the job description.

 In the interview phase, make up for the inherent awkwardness and tension of video interviews by creating opportunities for connections. Set up your workstation in a well-lit area with personal or professional touches or even just plants to fill the screen. Carve out time for small talk to put the candidate at ease. Remote candidates miss out on the office tour, so be sure to talk about the company culture, the people who work there, and how they work. For candidates with children at home, there’s the added stress of interrupted Zoom calls. Display empathy and let them know that you understand this isn’t the office and that noisy children are now a part of work life. 

If possible, bring employees in for late-stage interviews. Even if it’s informal, an in-person interview allows HR and the hiring manager to meet the candidate face to face and establish an extra level of trust. There’s always a slight risk involved in any hiring decision. Use this final in-person interview to chip away at any doubt and get to know the candidate on a more personal level. 

3. Source talent at virtual career fairs 

Career fairs are a great place to find new talent and showcase your company brand. Now that events can’t be held in-person, virtual career fairs are experiencing a sharp rise in popularity. Some fairs let companies create a virtual booth, where you can get creative using videos and images to let job seekers know more about the vision, employees, and company culture. The convenience of a virtual career fair, and the ability to reach a wider pool of candidates, makes it a cost-effective and smart strategy for talent sourcing. 

4. Use tools to supercharge your hiring 

Technology helps improve the recruitment experience for both candidates and employers, especially when hiring remotely. It can be used to automate different parts of the hiring process through AI with easy communication through chatbots and the ability to screen CVs. As well as minimizing cost per hire, using innovative recruitment tools will supercharge your internal hiring teams. The Tempo platform, for example, matches you to candidates that are the perfect fit for your company. You get all the information you want from the get-go and can run a smooth, candidate-friendly hiring process from start to finish, including screening, video interviews, and offers.

Above all, recruit like a human

The best advice for any recruiter is to put yourself in the candidate’s shoes. Keep candidates updated on the hiring process and any changes to the timeline. Show up to video interviews on time. You want the first thing the candidate sees when they log on for the interview to be the smiling face of an HR pro, back-lit, surrounded by colors and plants, eager to talk about the fantastic opportunity that lies ahead. 

Annie Lubin

From Annie Lubin

Annie grew up in Brooklyn, New York. On a Saturday afternoon, you'll likely find her curled up with her cats reading a magazine profile about ordinary people doing extraordinary things.