6 Essential Hybrid Workforce Solutions to Recruiting and Retention and Why They Matter

6 Essential Hybrid Workforce Solutions to Recruiting and Retention and Why They Matter

6 Essential Hybrid Workforce Solutions to Recruiting and Retention and Why They Matter

Remote work and a flexible schedule have long topped employee wishlists, but pandemic restrictions made the possibility a reality. As organizations contemplate a return to the office, employees aren't ready to give up their flexibility and the convenience of working from home. In fact, 55% of the workforce strongly desire to remain working remotely at least a few days a week. While 70% of businesses are entertaining the idea of hybrid workforce solutions, typical recruitment and retention strategies may fail to fit this new model. 

Why Are Different Tools Needed to Recruit a Hybrid Workforce?

Although employees are seeking positions with flexible schedules, businesses looking for hybrid workforce solutions may still face new recruitment challenges. 

While the term hybrid suggests that some time will be spent working in the office, and some time working remotely, there is no set model to dictate an exact template for companies to follow. Sixty-eight percent of executives think employees need to be in the office at least 3 days a week, but 21% expect workers to show up five days a week. 

This means hybrid work will vary from one organization to the next, and competing businesses will still need to advertise other benefits of the company brand. Consider these five ways hybrid work will affect the recruitment process:

  • Hybrid work plans are likely to vary between companies and even specific roles. Employers will need clear plans and job postings to avoid confusion.
  • Local jobs take on new meaning with remote work. This means that local employers may be competing against companies within a larger geographic area.
  • Much of the recruitment and training process may take place remotely, making it more difficult to make a connection.
  • Employers may need to depend on workers to share crucial information about company culture.
  • Processes may need to change as both employers and workers get used to a new normal.

Solutions for Keeping Your Hybrid Workforce Engaged

The idea that workers are seeking remote work would seemingly indicate that retention will automatically improve for businesses with a hybrid workforce plan. However, job satisfaction doesn't necessarily equate to engagement. Even if every member of your workforce works remotely part of the time, it's highly unlikely that the office will be empty during regular work hours. 

Employees will more likely have alternating schedules, and some positions will require more time spent in the office. Different models could leave some workers feeling alienated and newer employees may have more difficulty making connections.

An estimated 33% of employees quit within the first 90 days of employment. The top reasons for this include a poor company culture match and different expectations than the role provided. 

A hybrid workforce could work to amplify these feelings if technology solutions such as Crosschq Analytics and processes aren't put in place. It helps to identify potential quick quits allowing you to take action quickly, clarify communication, and foster a sense of community within the workplace.

How To Recruit and Retain a Hybrid Workforce

Recruitment for a hybrid workforce means companies will face more competition and likely have access to a wider talent pool. While these changes aren't necessarily a problem for recruiters, advanced technology, like Crosschq Recruit, will be useful in identifying and sourcing top candidates.

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Although remote work has proved to be a success in a variety of industries, tech leaders have several concerns when it comes to managing a hybrid workforce in the long term: 

  • 66% believe it will be more difficult for new hires to integrate into an organization.
  • 37% think reduced personal interactions will result in a reduction of creativity.
  • 20% expect greater difficulty for employees learning new skills and participating in development activities.

Technology that improves the exchange of information and communications will help recruiters identify qualified candidates and improve the onboarding process for new employees in a hybrid workforce.

Recruitment Tech to Identify Talent in a Wider Pool

While a hybrid workforce might create more recruitment opportunities, HR professionals and recruiters are more likely to adopt solutions like new technologies to improve recruitment tactics. 

To efficiently find the best recruits, professionals will need tools that will help them identify where top talent can be found and how candidates will fit into their company culture. Here are three top tools that can help address recruitment concerns in a hybrid workforce.

  • Crosschq Recruit: Sourcing qualified candidates is easy with comprehensive candidate profiles and dynamic job matching in this 100% opt-in candidate referral network. Your exclusive talent pipeline helps you reach a wider candidate pool.

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  • Texio: Hybrid and remote work allow you to expand your reach. Textio helps you properly word job descriptions to create an inclusive workplace.
  • Crosschq 360: Automated digital reference checks available within 48 hours streamlines your reference check process by up to 95% faster to help you find qualified talent. The reports include data that helps assess soft skills essential for successful hybrid work.

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Communication and Analysis Tech to Help Engage and Retain Hybrid Employees

Building a collaborative company culture isn't an easy task. While employees are more likely to report overall job satisfaction with an improved work/life balance, lack of communication can negatively affect engagement, leading to increased turnover. 

Technology that increases communication during remote work and utilizes data to analyze employee satisfaction can help companies retain employees in a hybrid workforce. Here are three hybrid workforce solutions for better communication:

  • Hopin: Instead of creating fully virtual meetings or in-office meeting days, it's important to ensure that all meetings can include remote workers and on-site workers in the same conversation. Hybrid event platforms like Hopin, are designed to create highly customizable hybrid events for small team meetings, up to worldwide summits of thousands.
  • Crosschq Analytics: Quality of hire reports give talent leaders specific data about the performance of new hires. With this reliable feedback, you can immediately track quality of hire, performance, and retention.
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  • Video Conferencing Software: Whether you prefer Microsoft Teams, Google Meet, or Zoom, video conferencing software provides a way to connect your on-site workforce with remote workers. Combining a remote meet-and-greet with a welcome package delivery is a way to help new hires feel like part of the team.

There's no doubt that how and where work is completed is changing. While many companies won't convert to entirely remote work, a hybrid workforce will likely be the answer that creates a better atmosphere for both employers and workers across a variety of industries. 

Like all other types of growth, this change will take some time and adjustments to allow a new style of work to emerge. By utilizing a variety of technology types and tools, companies can provide employees with flexibility that combines the best options for on-site and remote work.

To learn more about recruitment tools from Crosschq and how these solutions can help your business recruit and retain a hybrid workforce, schedule a demo with one of our team experts today.

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Topics from this blog: Talent Acquisition Human Resources Product

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