Perhaps one of the biggest changes that the pandemic brought us is the rise of remote and hybrid work. At the height of the pandemic, almost 75% of employees are working from home. Now, with most of the public fully vaccinated, employers now expect workers to return on-site. The trouble is, most employees don’t want to for different reasons.
As we are navigating through this transition, work location has become more important for applicants when considering a new position. Most, if not all, want to know whether the position offered is on-site, remote or hybrid and, with this detail alone, they will make a swift decision about which employers they would like to pursue.
How Does Remote/Hybrid Work Affect the Recruitment Process?
- Set clear expectations about work arrangements. Setting proper goals and effectively communicating this to the entire organization and the candidates will help minimize misunderstanding and future issues. The procedures and policies should be well-documented and reviewed often.
- Utilize tools and technology to facilitate recruitment and onboarding processes. Did you know that one of the major differences between large enterprise companies and SMEs is how they process recruitment? In the current state of HR, large enterprise companies make use of digital tools that enables them to process recruitment a lot faster that SMEs who still do so manually. With hybrid work paving the way for changes in the employee life cycle, rethinking strategies for top talent acquisition is now a necessary step up to get ahead.
- Expand search locations. Remote and hybrid work setup have brought recruiting the opportunity to look for talents outside their typical geographical areas. To be able to effectively recruit in this landscape, it is imperative to focus on methods and platforms that will give the company the best results.
- Leverage your brand to attract candidates. Use the Internet and social media to introduce your brand so possible candidates can get a better feel of what your company culture looks and feels like. Use different platforms to build an emotional connection with your prospects and to showcase your differentiating factors.
- Include particular skill sets that may be useful for hybrid work setup. Since technology plays a big part in hybrid work culture, employees should be able to have certain technical skills so they can use modern tools and technologies under minimum monitoring.
- Take care of the employee’s wellbeing. Nowadays, employees want to work for companies who care for their physical and mental health. The pandemic drastically changed the workers’ attitudes when it comes to health so build an employee-centric culture in the workplace.
Remote/hybrid work arrangement is a different landscape so traditional recruitment methods won’t be enough. Hiring managers should have to make changes and improvement to be able to onboard and retain competent hybrid workforce. But, the best advice for recruiters is to still be human. Being able to put oneself in the candidate’s shoes will help them strategize how to find people who are fit and adaptable to this kind of work settings.
To learn how PayDay can help your HR achieve digital payroll transformation, book a demo with us or email customersuccess@bridgepayday.ph.
