We have a talent war on our hands, finding and keeping people in our businesses has become harder. 

The pandemic blended the world of work and home in a way that has never happened. We went from sharing stories about our pets, children and partners at work to seeing them online as we held our meetings.

The workplace got humanized, we saw people in their natural environments and the concept of work life balance that we searched for, did training and coaching on simply moved to being about life.

So before you go on your next recruitment drive consider exactly what you are offering, is it competitive and who is the talent you are trying to attract into your business. 

Hybrid models enable people to work from anywhere, how you manage their work flows and productivity becomes a challenge.

And there isn’t a one size fits all. Remember we have gone from – you come into the office to do the work, to finding out how you prefer to work, overlaying that with the business needs and finding a win win solution that works for the employee and the business.

We have gone from standard workplace contracts or agreements to bespoke ones, we now need to match how the work is done to how the employee prefers to do the work. 

There is no going back, the horse has long bolted on this issue, I know many people who have said to me that if they take the flexibility away then I am leaving the job. Employers who feel that they can hold onto the “old” ways of recruiting and retaining talent will the most under threat.

If how we work has changed then how we recruit must also change and wouldn’t hybrid models actually increase the talent pool and make you attractive as an employer.

To dive deeper into this topic, I reached out to Michelle Loader who is the Managing Director of Future Leadership.