5 ways for recruiters to make the most of hybrid working

Do you remember those years when everyone said remote work was impossible? The outright refusals to be flexible. The way everyone was tied to the office. The emphasis on being present in a physical space between set hours—not the actual work you do.

The pandemic changed everything. Remote work was tested in the most extreme way possible and, once the genie was out of the bottle, there was no going back.

Now, three years on, hybrid working has become expected, not extraordinary. According to data from LinkedIn, more than a third of people would quit if they were asked to return to the office full time. But it’s not enough to adopt hybrid working and offer your recruiters flexibility.

Keeping your recruiters productive and engaged means genuinely investing in this new way of working—and finding smart ways to make the most of the opportunities that our flexible future makes possible.

#1 Think and plan long-term

According to the Office for National Statistics, 84% of workers say they plan to remain working partly at home and partly in the office. Hybrid working is here to stay—so it’s essential that recruitment businesses make investments in that future now.

This takes more than begrudging acceptance that remote work is a possibility. Instead, recruitment businesses need to assess everything they would usually do in the office, from meetings to recruiter training and professional development. We all need a comprehensive approach where a remote, online option is always available, wherever people are working from.

#2 Help your recruiters keep learning

Hybrid working has a positive impact on your recruiters and their overall job satisfaction. But continued learning and development will still be vital to retaining your best recruiters long-term.

A fully featured platform like Juice, populated with engaging content that’s available anytime, anywhere, is an essential part of any recruitment business. It’s a way to help every recruiter feel supported and encouraged to progress—not left to fend for themselves from their spare bedroom.

#3 Stay social

One of the biggest challenges of hybrid working is maintaining a great team culture and sense of community.

Some useful ideas include:

• Regular points of contact for your teams—not just meetings, but social events, online and offline
• Bringing a social dimension into things like training through gamification and shared learning
• Opportunities to work together virtually, creating space for those more informal, unstructured chats that you’d expect in the office

#4 Play to the strengths of the office

Supporting the remote aspect of hybrid working is important, but the office still has a big role to play.

More than ever, recruitment businesses are rethinking their workplaces to make them more compelling and attractive. Maybe it’s emphasising the focus and distraction-free environment that your office can provide. You could even set up a more robust calendar of in-office events, meetings and sessions for your recruiters to get involved in.

#5 Prioritise recruiter wellbeing and mental health

Finally, don’t assume that a more flexible work-life balance and less commuting instantly makes every recruiter full of joy. The reality is that working from home can be isolating and every recruitment business can do more to make mental health part of the day-to-day conversation.

At Juice, we’ve been developing mental health in recruitment courses for some time, helping people understand their personalities, values, and emotional fitness. Your leaders will also be key in checking in with recruiters, gauging how they feel, and uncovering those opportunities to provide support.

See how Recruitment Juice is ready to support your hybrid workforce