Although we have seen a rise in hybrid working opportunities and the benefits It poses for businesses and workers, in order to get the best outcome for both parties, it must be done correctly. Whilst candidates will have their needs and wants for a hybrid position, businesses have to ensure that they are setup correctly to meet those needs. 

Whilst the office is the preferred working environment for some, working from home is said to improve the wellbeing, production and work-life balance of employees. In 2022, employers face a challenge trying to convince their workers to return to the office full time. 

From a businesses perspective, when hiring remote workers in 2022, in order to attract the right talent who can get the job done, there are a few factors to consider.

The Interview process

The interview process is key. Thanks to the introduction of digital communication tools, interviews can now be conducted in-person or remotely. There are both advantages and disadvantages to remote interviews. From both parties’ perspective this may save time and money, but remote interviews won’t give employees a feel of the office and work culture. In-person interviews benefit both the worker as they can get a first-hand look of the office, company culture and values. This is also a chance for the employer to elaborate on the culture and how hybrid workers can be a part of that. 

In order to complete this step successfully, employers can invite potential remote workers to the office for an interview, whilst emphasising the work culture by having a tour of the office and meeting potential co-workers. Then suggesting a suitable working schedule. 

Assess remote workers’ skills 

When recruiting remote workers, it’s important to identify and assess their traits and skills to work efficiently away from the office. Communication and self-motivation are essential. The reason for this is because as they’re likely to be away from the office, they must maintain focus, stick to deadlines and battle potential distractions away from the environment. Communication is also a vital skill, as they will need to communicate and collaborate with colleagues, updating them on their progress. 

Their ability to problem-solve is equally as important. Despite having the tools to communicate with colleagues,  they’re likely to face scenarios where they will be required to use their own initiative to overcome hurdles. An individual who can demonstrate these skills will be an invaluable asset to any business. 

Ask relevant questions 

It is likely hybrid workers will enquire about the benefits they’ll be receiving in their position; but as an employer it’s crucial you ask the right questions to find out more about your potential hire and their way of working. When interviewing, the potential remote hire should be able explain the challenges of working remotely, and how they plan to overcome potential barriers. On the flip side, the candidate may ask the interviewer on how they manage remote hires. 

The onboarding process 

Once a new remote worker has joined the team, the onboarding process is often tricky, if done remotely. One of the most effective ways in which the transition can be carried out smoothly is to create and provide an online welcome pack, with all the necessary information they need. This will help the remote hire feel welcome despite a lack of human interaction. An alternative method could be to conduct an induction day in-office to welcome them to the team. This gives them an opportunity to meet all departments in the office. 

It's important for both parties to get what they’re looking for in a position like this. Employees will be searching for flexibility, a suitable work-life balance and a schedule to aid their productivity. Employers will be looking for hires who they can rely on to problem-solve and communicate effectively to ensure aims and targets are achieved. 

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