Thanks to the pandemic, a lot of things have changed over the last couple of years, particularly in the business sector.

But, in many cases, it’s not been a bad thing as it has meant more and more companies are looking at the way they work and becoming more adaptable.

The business world is starting to bounce back, which means more job openings and employers looking to hire top talent.

If you’re in this situation and want to find your employees fast, a hybrid recruitment strategy will undoubtedly help.

If you want to learn more about how you can adopt a blended recruiting approach, this post is for you. We’ll look at what it is, the benefits it brings, and the different options you can draw from it.

What is Hybrid Recruiting?

Hybrid hiring, hybrid recruitment, or blended recruitment is a way you can get the most from both in-person and remote hiring techniques.

A hybrid recruiting strategy would leverage the advantages of in-person recruiting to improve candidates’ experiences while also taking the best bits of virtual recruiting.

Hybrid recruitment is nothing new, as many organizations were using a mix of in-person and virtual techniques long before the pandemic.

However, over the last couple of years, recruiters have come to appreciate the advantages of such an approach.

The Benefits of a Hybrid Recruitment Approach

  • Keep up with competitors: In the world of recruitment, candidate experience is everything. Therefore, your recruitment process must keep up with the times and be more flexible.
  • Future-proofing: A hybrid approach means your business is more ready to respond to challenges and thrive.
  • Cultivating your employer brand: Hybrid recruitment will position your business as forward-thinking and cater to future talent needs.
  • The recruitment process is faster: HR departments can move much faster using a hybrid approach.

Hybrid Recruiting Models

There are several different models to choose from if you want to introduce hybrid recruiting. You can select one of the following or mix and match them as you see fit.

1. Blended Approach

A blended approach combines in-person and virtual recruiting techniques at specific stages of the process.

For example, virtual recruiting might be employed at the top of the funnel, with in-person recruiting used for the final interviews.

This approach is perfect if you want to make the most of the in-person candidate experience.

Pre-screening would utilize remote tools such as Zoom or Zoom alternatives. Then, only the top candidates would be invited to in-person interviews.

2. Composite Approach

Employers who choose this approach host virtual career fairs and in-person recruiting events throughout the recruitment funnel.

The two methods work alongside each other as a parallel partnership.

Employers might also choose to add a virtual component to their strategy to widen the scope of the recruitment drive.

3. Synchronous Approach

A synchronous approach takes advantage of virtual and in-person elements for the same events. Candidates can choose whether they want to attend in person or virtually.

The benefit of this approach is that it widens the new, and more candidates can connect with the recruiting team.

Virtual Recruiting Strategies

Thanks to technology, virtual recruitment is not as hard as you might think. It includes methods that take place remotely, with no face-to-face interactions between recruiters and candidates.

The following methods are commonly used–

1. Candidate Screening

Pre-screening recruitment tools can help you get through a large pool of applications. They essentially replace some of the in-person aspects of an interview and allow recruiters to narrow down candidate selections.

Here are five methods you could use for remote candidate screening:

  • Resume/CV analysis: This is one of the oldest methods. Traditionally, an average resume would only get around six seconds of attention before being discarded. However, when you can’t talk to a candidate in person, it pays to spend a little more time analyzing their resume. This process can be very time-consuming when done manually, which is why many recruiters are turning to Applicant Tracking Systems and powerful resume parsers.
  • Online skills testing: Skills tests are practical tests that challenge candidates to perform tasks relevant to their intended role. It allows you to grade them based on that performance.
  • Paid trial projects: Paying candidates for a project where you can see everything from how they work in a team to how they complete their objectives is a precious option.

There is also the option of screening candidates online yourself. Here are a few ways you can do it:

  • Start with a Google search for the candidate’s name
  • Check their social media profiles before your first contact to arrange an interview
  • Look for repetitive behavior, not isolated incidents
  • Find candidates who will help build your brand
  • Don’t penalize responsible candidates
  • Be consistent with your screening
  • Follow up with candidates

2. Applicant Tracking

We’ve already touched on how Applicant Tracking Systems can help analyze resumes, but that’s not all it can do.

Essentially, an ATS helps companies organize candidates for hiring and recruitment purposes. Such a system allows businesses to collect information, organize prospects based on experience and skill set, and filter applicants. More than 90% of Fortune 500 companies currently use such a system.

Many open positions can attract hundreds and even thousands of candidates without the necessary qualifications. So an Applicant Tracking System can save companies and recruiters time.

3. Phone Interviews

Phone interviews are a quick and easy method of identifying the best candidates and discounting unsuitable ones. There are countless advantages, for example:

  • First, they are fast and convenient for the employee and candidate.
  • Second, they are an economical alternative to traditional in-person interviews.
  • Third, recruiters can in
    crease the geographical outreach on a national and even global scale.
  • Phone interviews can be accompanied by the right questions that can help recruiters ascertain the candidate’s qualifications, and communication skills, and decide if a follow-up interview is needed.

4. Video Interviews

With more employees choosing to work from home, the use and popularity of video interviewing are increasing. You can ask candidates to pre-record an interview with video interviewing software before progressing finalists to in-person interviews.

On the other hand, on-demand interviews save hiring managers, recruiters, and candidates time. They also create a low-pressure environment that allows the more introverted candidates to shine.

The benefits of video interviews include–

  • Companies can continue to interview even if there are restrictions because of a pandemic.
  • They decrease the amount of time that teams spend screening candidates.
  • Video interviews are more effective than phone screens.
  • Video interviewing tools can be integrated directly with applicant tracking systems to streamline the recruitment process.
  • More applicants can be screened.
  • Candidates can move through the hiring funnel when their busy schedule doesn’t allow them to meet in person.
  • It standardizes the interview process and increases collaboration between recruiters and hiring managers.

5. Virtual Onboarding

Virtual onboarding is the process of helping new hires settle into their new role in a virtual setting. It also helps them become productive more quickly and stay with your organization longer.

For this approach to be successful, there are some best practices you need to follow–

  • Give recruits all they need to be successful: They will need to fill out paperwork, get the proper equipment, and get acquainted with the rest of the team.
  • Establish rapport during virtual onboarding: Building a relationship remotely can be challenging, but it is possible to establish rapport and trust.
  • Provide training on collaboration tools: Effective remote working depends on collaboration tools. Feature-rich collaboration tools help teams communicate, share files and project plans, schedule meetings, and much more.
  • Culture should be prioritized: Company culture is still essential, both in and out of the office.

In-person Recruiting Strategies

Various recruiting methods can be used within the same business, depending on the department’s role. They can be divided into two categories–

  • External recruitment: When you go outside your company to attract people you’ve never met before. External recruitment brings in new ideas, a fresh approach, and renewed energy.
  • Internal recruitment: This can save time because there is no lengthy interview or onboarding process. However, keeping everything within the house can stymie new ideas, innovation, and diversity.

There are some benefits to using in-person hiring techniques. For example, it gives you the perfect opportunity to showcase your company culture. Nothing quite compares to experiencing how individuals in an organization interact with one another in person.

Moreover, while phone calls and video interviews can help get a candidate on the table, in-person conversations can seal the deal. This is particularly important for hiring senior talent who would benefit from being brought in during the last stages of the interview.

Some recruitment methods you can use include–

  • Direct advertising
  • Talent pool databases
  • Employee referrals
  • Rehiring past employees
  • Promotions and transfers
  • Employment exchanges
  • Recruitment agencies
  • Professional organizations
  • Internships and apprenticeships
  • Recruitment events
  • Word of mouth
  • Bulletin boards

Getting Hybrid Hiring Right

With a well-designed hybrid hiring policy, you’ll keep great candidates in your pipeline for years to come. Here are a few tips on how to achieve it.

  1. Think of your company as remote-first: Show potential employees that the company will treat them with respect no matter where they choose to work.
  2. Make your documentation public: Anyone should be able to see company values, processes, benefits, and interview expectations.
  3. Clarify locations in job postings: Before posting a job as remote, think about whether your company is open to hiring candidates from anywhere.
  4. Double-check your compliance: Can your company hire employees in other countries?
  5. Consider global benefits and compensation: If you hire workers from all over, don’t limit your benefits to certain areas. Look for equitable benefits.
  6. Classify your employees correctly: Are you hiring employees or contractors?

In Final Words

When done right, a hybrid recruitment process will place inclusivity and diversity at the top of your list of priorities.

It will allow you to hire employees from a wide variety of locations and backgrounds. In addition, it will expand your hiring horizons, clarify your policies, and build an organization that welcomes everyone.