Since the pandemic, companies have adopted virtual work remarkably—and employees are seeing the advantages of more flexibility in where and when they work. As leaders recognize what is possible, they are embracing a once-in-a-lifetime opportunity to reset work using a hybrid model.

A successful transition to the hybrid workplace will mean making arrangements that account for individual human concerns as well as institutional ones. This will require companies to approach the problem from four different perspectives: (1) jobs and tasks; (2) employee preferences; (3) projects and workflows; and (4) inclusion and fairness.

If leaders and managers can successfully make the transition to an anywhere/anytime model, the result will be work lives that are more purposeful and productive. A recent study from Gallup found that 59% of people would like to work remotely as much as possible. If you want to attract the right talent, flexible working becomes a requirement for most employees in industries that allow it. It’s also just good business — a survey by Global Workplace Analytics found a hybrid workforce is happier (83%) and feels more trusted (82%). Hybrid working also improves work-life balance (81%) and makes employees more likely to recommend their company to a friend (81%).

One of the most immediate benefits of offering more hybrid and work from home options is that it completely transforms your access to the best people in the world. The ability to hire remote workers allows you to hire for jobs that require highly specific skillsets as well as native speakers. As your organization enters new markets, access to connections in that market can be invaluable.

Hiring a hybrid workforce will allow much higher levels of diversity and reinforces the fact that certain careers should not be limited to certain zip codes. Millennial and Gen Z professionals avoid companies without a diverse workforce, so fostering this is a non- negotiable if you want to attract the best talent.

Best practices for hiring a hybrid workforce

Embrace the concept of ‘work appropriately’

General Motors described their overall return to work strategy in two words: “work appropriately.” Based on employee feedback, it encourages leaders to work directly with employees to determine what is an appropriate work schedule. As there is no ‘one size fits all’ for a hybrid workforce, this could be a powerful approach. General Motors’ global talent acquisition director has described the move to hire remote workers as “truly liberating.”

Change your approach to recruitment

Hiring remote employees or creating a hybrid workforce will require your human resources teams to shift their thinking.

Don’t recruit people who are just looking for a job — recruit people who have done amazing work with a vertical skillset (one that is very close to what you want them to do).

Conduct experiential interviews in which people perform actual work in the recruitment process.

Focus on performance, not hours, when managing expectations around what your new remote workers will achieve while in the role.

Don’t be afraid to do some ‘job crafting’ to ensure that this role can combine their own career goals with overall company goals.

Best practices for onboarding and recruitment within a hybrid workforce

The need to hire remote workers also brings the need to update your onboarding and recruitment process. As hiring managers are relying on less information, Forbes advises that both video interviews and pre-employment skills tests are a must for recruitment. These provide an effective way to test the ability to use computer applications and to figure out soft skills such as communication.

Studies have shown that 69% of employees with a positive onboarding experience are more likely to stay with their company for at least three years. Human Resource Executive advises that onboarding should be “an engaging process designed specifically for digital consumption.” These should include informal ‘breakout sessions’ via Zoom in which new hires are encouraged to speak up.

As companies move to the hybrid model, they will need leaders and managers who are committed to the value of this new model. Attracting and retaining top talent in this new virtual world of leadership and management can be a daunting process, particularly for companies that have lagged in the conversion. A relationship with a recruiting firm that understands the company’s purpose and supports the hybrid model is likely to produce the best results. An effective recruiting partner will partner with the company to identify the right combination of skill and experience to find the top candidates.


BrainWorks is a recruiting organization that partners with clients to match them with recruiters who are experts in meeting their needs. Areas of specialization include: Accounting & Finance recruiting, Analytics, Data Science & Data Governance recruiting, Commodities Technology & Training recruiting, Consumer Products recruiters, CRM & Direct Marketing recruiting, Data & Data Insights recruiting, eCommerce & Digital Marketing recruiting, Human Resources recruiters, Interim Accounting & Finance recruiting, Market Research & Consumer Insights recruiting, Medical Device and Medical Device Manufacturers recruiting, Private Equity Portfolio Companies recruiting, Private Equity, Private Credit & Corporate Development recruiting, Sales and Marketing recruiting, Supply Chain & Operations recruiting, Technology recruiting. We solve your hiring challenges by leveraging our vast network of highly skilled talent and our extensive, time-tested industry expertise. To learn more about how BrainWorks can help you, contact us.

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