In a world where remote work has become the standard, the landscape of job recruitment, particularly attracting and hiring for in-office employment, has transformed and become more difficult than ever.
While remote work is now the industry standard and preferred option for many working professionals, many industries and occupations still thrive on – and frequently require – an in-person workplace commitment.
Attracting candidates and hiring for in-office employment in a remote work world brings challenges and opportunities as organisations negotiate this changing professional landscape.
Hiring for in-office positions: Six Strategies and Tips
Reconsider your job descriptions
It all starts with how you portray the opportunity from the beginning. Drafting job descriptions that clearly explain why an in-person presence is required to actually do the job will be critical for the team’s overall success – whether it’s hands-on tasks, collaborative brainstorming in an interactive and responsive team setting, or building key relationships that are not possible in a remote setting. Furthermore, potential candidates must appreciate the distinct value of the in-person work, particularly in this remote day.
Think about alternate job models
Although you are aware that the incumbent cannot perform certain components of the job totally from home, there may be potential to attract candidates by allowing some flexibility through the implementation of an alternate or combination work model. There may be various alternatives to examine, such as:
Hybrid work paradigm entails the employee working some days per week remotely and others on-site (for example, one, two, or three days per week on-site and the rest of the week from home). This would allow for team engagement and may be altered as needed depending on the work, such as when an on-site presence for team activities is required.
Rotational work model – The employee works in a modified hybrid work model, with some team members on-site on a rotating basis, to ensure that there is always a team presence in person. This could imply that certain team members work in the office during the first and third weeks of the month and remotely during the second and fourth weeks. Other team members would follow the same plan if they were on-site during the weeks when the others were not.
Model of compressed workweek – The employee would work an on-site work week with somewhat longer hours each day and one extra day off each week. When it comes to hiring top talent, flexibility is often a significant issue, and giving a non-standard work week might be just the thing to entice someone to accept an in-person employment.
Display safety precautions
You may be in a situation where work must be done in a controlled, secure environment for security and/or safety reasons. When hiring for in-office positions in this category, such as health care or manufacturing, it’s critical to communicate the organization’s commitment to maintaining a safe work environment, as well as the possibility of providing or subsidising the costs of required uniforms and safety equipment for each employee.
Describe the safeguards in place to preserve the employee’s well-being, such as:
- Training and criteria for safety
- Cybersecurity laws and regulations
- Physical security precautions
Uniforms and safety equipment provided by the company, or financial support in purchasing these items
Make use of technology
Just because you’re hiring for an in-office position doesn’t mean you can’t use technology as a recruiting tool. Don’t skip the process of identifying the best applicant by combining in-person interviews with virtual steps and activities such as:
- Online evaluations
- Interviews conducted virtually
- Introductory videos
Using technology in the early phases of the process shows flexibility, adaptability, and a readiness to accept today’s standard recruitment practises, combined with onsite procedures that allow a candidate to gain a better sense of the work environment. It also allows the interviewer to see the candidate’s potential workplace interactions as well as body language and confidence.
Highlight prospects for professional advancement
One of the most difficult aspects of remote work today is emphasising professional advancement prospects when people working from home may feel disconnected from larger organisational goals and activities. Take advantage of this when hiring for in-office positions.
While remote employment provides flexibility, some candidates value career advancement prospects, which are generally more tangible in an in-person job situation. Highlight the chances for mentorship, skill development, and networking that an on-site employment provides.
In-person roles are appealing to people seeking to progress their careers in a more traditional work environment that allows for more daily engagement and coaching from senior team members and department leadership.
Don’t overlook corporate culture
A strong business culture continues to be an important component in attracting and retaining talent. When hiring for in-person positions, emphasise the organization’s culture and how it improves the in-person work experience. To offer prospects an idea of what to expect, highlight employee testimonials, team-building activities, and the overall work environment.