Hybrid working looks set to be the new norm, but what impact does that have on company culture and what does it mean for an organisation’s recruitment strategy in 2022?
Asset Recruitment’s Permanent Recruitment Specialist, Judith Bright discusses positioning excellence in a hybrid world.
Workplaces have taken on a different look in recent years. Once bustling office spaces now have only half of all desks inhabited, half of all staff carparks full, and half the number of coffee cups used on any given day. Today’s new norm is that of the hybrid workplace to ensure the health and wellbeing of staff and the smooth delivery of projects with minimal disruption and delay.
But what impact does this new way of working have on team culture, and is virtual recruiting the new norm?
MANAGEMENT in the hybrid workplace
Team engagement is critical for company culture. A 2015 study of manager-led teams reported improved workplace engagement when daily interaction between managers and teams occurred.
“In many New Zealand workplaces, managers are extremely accessible,” explains Judith. “It’s one of the benefits of the small-to-medium sized businesses that populate the New Zealand landscape. But that accessibility needs to continue even when managers and direct reports aren’t working in the same space. Lose that communication and workplaces will lose engagement, trust and, ultimately, staff in a tight labour market.”
Communication is an essential tool in managing the effectiveness of hybrid workplaces. “Robust and consistent internal communication, encouraging collaboration among different teams, and delegation of tasks can help to ensure employees feel up-to-date on company projects, recognised for their contribution, and a valued part of a company they enjoy working for,” Judith says.
“Regardless of the hybrid look of a workplace, employees will be more productive when they feel informed and trusted to do the job they’re employed to do.”
RECRUITMENT in the hybrid workplace
A change in workplace settings also brings different challenges for staff recruitment and staff retention, but recruiting in the hybrid workplace can still achieve desired outcomes.
“The hybrid workplace has demanded more from HR and, in some instances, it has exposed gaps in an organisation’s recruitment strategy,” explains Judith. “With a tight labour market adding to the challenges, organisations really do need to think outside the box when it comes to online recruitment. Attendance of virtual job fairs will help gain organisational awareness to a new group of potential candidates; active use of social media channels will also help to build profile.”
“And, when it comes to shortlisting, interviewing and welcoming new recruits to a team, processes, systems, technology and tools are integral,” she says.
Judith also shines light on the importance of clearly articulating the difference between hybrid workplaces and flexible working. “Hybrid working is the mix of office-based and home-based work many organisations have had to adapt too; flexible working on the other hand is determined by when an employee works to get the job done.”
The hybrid workplace certainly offers some exciting prospects for staff recruitment and engagement, but as the past couple of years have shown, it’s how we adapt to the changes that will determine success.
Looking to position excellence in a hybrid workplace? Speak with the Asset Recruitment team today.
