As companies across industries navigate what their work environment looks like post-pandemic, many teams are fully embracing a hybrid work model.
The reasons for this are many. Many offices have mixed answers when it comes to where their employees want to work. While some employees are used to working from home, others are eager to return to the office for a sense of camaraderie. Enter the big trade-off (one that is quickly becoming a standout advantage for competitive roles) – a hybrid environment where employees work remotely part-time and come into the office a few days a month.
Suppose you are hiring for a new hybrid role. In this case, it’s important to remember that you’ll be selecting a diverse mix of candidates, some of whom are used to working independently and others who might be entirely new to the idea of working in the office. To hire for success, consider asking the following questions.
1. What makes you want to work in a hybrid work environment?
For candidates who have never worked from home before, determining why someone would want to work in a hybrid environment can give you insight into their goals, priorities, and work style.
The key to this question is to better explain the responsibilities of this role and the prioritization of daily tasks. Answers to this question may reveal personal responsibilities and unique needs that the candidate must juggle during work hours, including childcare, pet care, or household chores. Be prepared to talk about your company’s position on flexible hours and creating a healthy work-life balance.
2. If you have ever worked in a remote or hybrid role, what were the challenges you faced and how did you overcome them?
New role, new challenges. Regardless of their previous work experience, it’s crucial to determine what a candidate sees as a challenge to work remotely so that you, as a hiring manager, can decide if they seem like a good candidate to succeed in the job. long term.
For example, do they find a lack of personal relationships and team cohesion a struggle with remote work? If your company has active policies in place to mitigate this, this may not be an issue. However, if your company thrives on self-employment and doesn’t have hands-on team meetings often, that might not be the culture it’s looking for.
Ultimately, there’s no right answer here, but depending on your company’s culture and team structure, it’s important to make sure there’s a good fit!
3. What is your ideal schedule in a hybrid role — how often would you like to work from home and be in the office?
This is probably one of the most important questions to ask in the interview process. The answer to this question will allow you to imagine how a candidate would fit into your hybrid team and whether you can offer the preference or flexibility they want or need.
Keep an open mind and remember that there are no wrong answers. The objective here is to gather information on the definition of hours and dates of presence in the office. Of course, a flexible candidate is always a plus!
4. How essential is teamwork and collaboration to you, and how do you think this works while working remotely?
While working from home has clear benefits, it also comes with several setbacks when it comes to collaboration, team cohesion, and overall happiness at work.
For example, working remotely often means relying on technology to communicate with colleagues. Therefore, the ideal candidate should be someone who can quickly adapt to various forms of communication and come up with creative solutions to best address employees who may have different communication preferences.
5. Are you comfortable learning new technologies?
For those who have never worked remotely, it can come as a huge shock to most candidates how important it is to be tech-savvy and familiar with platforms such as Zoom, Google Suite and Microsoft Teams) .
As more and more industries rely heavily on apps and new tools, it’s crucial to listen for cues of a high level of comfort with technology or a willingness to learn new tools. to connect with colleagues.