Become a Dominant Hybrid Workforce by Leveraging Your Recruiter

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In this digital age, many companies are turning to virtual recruiting to help supplement an increasingly remote and hybrid workforce. Several top companies have started the switch, recognizably Ford, Citigroup, Microsoft, and Spotify. With the pandemic driving an immediate need, we’ve accelerated global digitization on a large scale. However, it’s leading many in management to question how going remote will affect productivity, profitability, and their workforce.

When it comes to employees’ wants, the message is clear. According to Dice’s 2021 Technologist Sentiment Survey, 59% of respondents preferred full-time remote work or some combination of in-office and remote work. Dice theorizes that the events of 2020 have given several professionals a new outlook on remote work, and in turn they have come to expect more flexibility from employers. Furthermore, Dice estimates that 149M new technology jobs will join the market by 2025 to support this digital shift. So how can companies make the switch to a hybrid workforce - especially among a market with such exponential growing need? That’s where virtual recruiting can help.

Dominant Hybrid Workforce - Employees Expect Flexibility

Choosing a Hybrid or Remote Workforce - What Recruiters Can Tell You

As a Hiring Authority

Several studies have proven that employing a hybrid workforce has had a positive impact on productivity, as well as significant money savings. From a hiring perspective, the greatest benefit of all comes from hybrid workforce models opening up the candidate pool to independent talent. By widening your search parameters and allowing people to telecommute, you can tap into a candidate pool that would have been inaccessible otherwise - whether that’s due to geography or time commitment constraints.

We know what you’re thinking - managing a remote workforce during 2020 was nothing short of an immense challenge - why would we go back to that? Contrary to popular belief, most of the struggles workers experienced during pandemic-era remote work aren’t a hindrance to actual remote work. For instance, with children going back to in-person learning settings, professionals no longer need to balance work with childcare during their normal 9 to 5. Not to mention, in this increasingly competitive marketplace, allowing hybrid work could be the key to better retention. In the talent acquisition industry we know that it’s not the setting that makes or breaks a good employee - it’s the employee themselves, and their drive to succeed. Those who do remote work right can do it well.

As an Employee

Hybrid work models offer a plethora of benefits for workers, when the job permits. Several noteworthy pros include   and better work/life balance. But if you were to ask a recruiter, they’d tell you that the most important benefit remote work gives you is location independence. Where would you live if you could take your work with you? The possibilities are only limited by the reach of your Wi-Fi! Simply put, negotiating hybrid or remote work options into your employment contract can give you more freedom in how and where you spend your time, and a recruiter can help support you on that journey.

 

Building Your New Talent Brand as a Hybrid Employer

Once you’ve decided to take the plunge and allow hybrid work, your next step should be toward solidifying your employer brand as a hybrid workforce. In order to attract the digitally savvy candidates you are looking for, you’ll have to meet them where they’re at. Focus your online presence on attracting candidates, especially those Gen Y (Millennials) and Gen Z professionals. Hybrid work models appeal greatly to the next economy-leading generations, which works out well considering they are the ones who were raised in the digital age. Leverage your recruiters to help you navigate this market. As talent specialists, we have the insider knowledge needed to hack into that hybrid-seeking candidate pool.

Dominant Hybrid Workforce - Things to Consider

Things to Consider When Supporting a Hybrid Workforce

New Hiring Processes

Just as with many areas of work changing to accommodate this digital shift, hiring is following suit. Make sure you are prepared to tackle this new process before beginning your talent searches. Do you have the right tools to recruit remotely? What are your new interview timeframes, when you counter in a mix of in-person and virtual interviews? Are you prepared to negotiate remote work structures when you make an employment offer?

Candidates are ready to ask for what they want when it comes to hybrid working. Your business needs to have offer letter structures in place that reflect what you need from which roles when it comes to hybrid work, such as: how often someone is required to be in office, what their working hours should be when working from home, and what the expectation is when it comes to completing various projects associated with the role. Your needs can vary in flexibility given the scope of the role you hire. Leverage your recruiter to ensure none of these details slip through the cracks, and make expectations clear from the onset.

New Onboarding Processes

Establish what your onboarding process will look like for new hybrid hires. Will initial training be in person? What will you provide for their remote office workspace, and what will they need to provide on their own? What kind of support can you give employees when they’re working remotely, such as IT, mentorship, HR contacts, etc.? It may be hard to visualize what you need ahead of time, but ask your recruiter for what practices would best fit your work model.

New Remote Company Culture

When allowing employees to work from home, it’s easy to forget that you are quite literally entering a new part of their lives. Even with virtual backgrounds and pre-scheduled meetings, you’ll be immersed in their home lives by “meeting” them in their own living rooms. This doesn’t need to change the professional dynamic of your reporting relationship, but it’s important to remember when building out this new remote company culture.

Even when working in-person, it’s a simple fact that most full-time professionals may be spending more time with their coworkers than they do with their own spouses and kids. Now, that same time is spent virtually! Therefore, it’s important to be real with your workforce in this setting and maintain that same bond that you would in person, over the computer or phone. Create an atmosphere of mutual respect that acknowledges the reality of working from home, and trust that they’re on task even when you can’t knock on their office door to check in. For more best practices on keeping a remote workforce actively engaged, ask your recruiter.

Fine-Tuning Remote Business Processes

Make sure to leverage opportunity when it’s presented to you. For instance, your newly hybrid workforce may be available to customers in different time zones, expanding the hours in which you’re accessible. Processes that were once manual may be able to be digitized, like submitting reports or internal communications.

Your recruiter can confirm, a hybrid workforce can come with some unforeseen advantages. However, knowing ahead of time what can and cannot be digitized will help you determine how often you need your employees in the office or remote. According to the Dice 2021 Technologist Sentiment Report, more than half of respondents indicated a preference for full-time remote work or a combination of in-office/remote work, while just 17% indicated they would prefer to work in an office 100% of the time. In Dice’s Q4 2020 Salary Survey, participants said they desired 2-3 days in-office per week - thus confirming that there is no one-size-fits-all approach to creating remote workforce plans. Consult with your recruiter on what best aligns the market’s wants with what you’re willing to offer potential employees.

 

How a Recruiter Can Help Build Your Hybrid Workforce

In the age of digital recruiting, there are several recruiters out there who specialize in procuring and supporting remote workers. Do your research and pick a hybrid workforce recruiter that you can partner with on your quest to dominate your new working model. A good recruiter will be able to coach you through the virtual hiring and onboarding process, a great recruiter will be able to take the hybrid interviewing off your hands. They will know how to best access the hybrid talent pool, and will provide search services catered to your unique search. Once you’ve found who you want to hire, your recruiter can impart best practices for an awesome, flexible office culture.

The world of employment is changing, and employers will need to adapt to remain competitive. Make sure to choose a plan that’s best for you by hiring a hybrid workforce recruiter that can deliver your hiring goals. As specialists in this space, Blue Signal can give you this and more on your way to becoming a dominant hybrid workforce.

How to Structure Employee Relocation Packages

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Employee relocations happen for a number of reasons. A company may be opening an office in a new location, or changing offices as part of an acquisition. However, the most common reason is that a company has hired a new employee in another part of the country.

Relocating an employee is a complex and often high-stress process. The logistics and emotions of the move can be difficult for everyone involved. But with some planning and forethought, the process will go smoothly for everyone.

When interviewing a candidate who would require a relocation package, start the discussion early, and keep it separate from salary negotiations. Many hiring managers combine relocation and compensation into one conversation, but this often leads to conflict and bargaining. No matter what the compensation is, the cost of relocation is different for every situation and should be considered separately. Having a recruiter to act as the middle-man is very helpful, since they can manage discussions on both sides to come to a mutual agreement without tensions running high.

Employee relocation packages

Employee Relocation Decision Factors

 

1. Living situation

The house or apartment is a major consideration in a relocation package. For renters, the process is straightforward. They will need to break their lease and find a comparable apartment in the new area. Homeowners will need to value their house, sell it, and buy a new one, usually all within a short timeframe. It all starts with a comparative market analysis with a realtor. Get MLS data to compare similar homes in the area that have recently sold, and develop a price listing for the home as soon as possible. This will help the house to sell for a fair price.

What to Consider:

  • Lease breakage and security deposit coverage for renters
  • Realtor fees
  • Home selling and home buying services
  • Property management to maintain old home while on the market
  • Hotels and temporary housing
  • Current home equity that may be lost due to housing market difficulties
  • Interim housing
  • Storage for personal property
  • Replacement cost for depreciated items such as old furniture

 

2. Cost of living

A middle-class lifestyle does not look the same everywhere in the country –Manhattan has a very different cost of living compared to suburban Texas. A relocated employee may find that their spending habits have to undergo many adjustments in a new area.

Not only will there be differences in normal expenses such as car insurance and property tax, they may need to revamp their work wardrobe, buy or get rid of a car, or take on unfamiliar expenses. This can work heavily in favor if an employee is moving to a less expensive area, but it is painful for an employee to start a challenging new job and also keep up with big lifestyle changes at home.

Companies can provide a “Why Our City” packet with highlights of the area and helpful tips for settling in. This small gesture can have a huge influence on a new employee and get them excited for their new home.

Employee relocation packages - cost of living

As of 2016, Hawaii, Washington DC, and California had the highest cost of living. Mississippi had the lowest. (Source)


What to Consider:

  • Tax rates (income, property, etc.)
  • Difference in home values between new and old locations
  • Square footage differences, which impact the cost of furnishing and maintaining a home
  • Normal day-to-day expenses, such as car insurance, gas prices, and food
  • Cost of medical care and health insurance
  • Major lifestyle differences (such as keeping a car in an urban area, mass transit costs, wardrobe expectations, etc.)
  • Tax liability from receiving the relocation package

 

3. Family Situation

A relocation usually involves the breadwinner of the family, but most families rely on two incomes. The employee’s spouse will need to make decisions about their employment situation in the new location. Be sure to address with the employee whether other family members would need to secure new employment before accepting the offer. Children are another consideration if they are in school. An employee may choose their housing based on a particular school district or the location of services that their child needs, like athletics, religious organizations, or medical services.

What to Consider:

  • Spouse’s lost income and cost of finding a new job
  • Children’s educational expenses, travel expenses
  • Athletics, programs, religious organizations
  • Additional cost of special or medical needs

 

4. Transportation and moving

Transportation is the final major expense item. This includes more than just the one-way trip to the new location; there is a lot of back and forth during a major move.

What to Consider:

  • Plane flights
  • Square footage of current house to pack
  • Packing, shipping, and unpacking fees
  • House-finding trips
  • Rental cars (or Uber fees)
  • Cost of transporting vehicles (cars, boats, motorcycles, and recreational vehicles)

 

Types of Employee Relocation Packages

How should a company approach a major relocation to keep their new employee happy? There are three major types of relocation reimbursement packages:

Direct Bill or Third-Party

In this type, the company hires and pays the moving company directly. This type of reimbursement is convenient for the company and the employee for big-ticket items, but it makes it difficult to cover smaller expenses and can lead to a lot of back-and-forth.

A similar type is the third party reimbursement, where a company hires a third party to handle all details of the relocation. This is convenient but expensive. It also may lead to conflict with the employee if the relocation company is inflexible or difficult to work with.

Open-ended

Open-ended reimbursement agreements can be problematic, because there are so many small expenses to consider, like professional cleaners, double rent payments, deposits on cable, utilities, property inspections, realtor fees, etc. These small costs add up fast, and can lead to bickering over details and an unending stream of invoices.

Lump Sum (Capped Reimbursement)

A lump sum reimbursement plan is the simplest way to go, especially for relocations that involve a whole family. A lump sum reimbursement takes into account the major big-ticket items, including the cost of movers, housing expenses, hotel stays, and transportation.

employee relocation packages

In all cases, the employee should complete a detailed assessment of what their move will cost. Surprises are often expensive and hard to manage in the middle of a big relocation. It pays to plan as much as possible up front, and stay flexible. One major expense that many employees overlook is tax liability. When an employer gives an employee a large sum of money for relocating, the employee may not realize that the government considers it taxable income. The employer should be clear whether or not they will cover this tax liability, or if it is the employee’s responsibility.

Relocation is an opportunity for growth and positive change for an employee. Roll out the red carpet for new employees to make sure that their first impressions of their new home are positive and exciting. In addition, consider the company’s new employee onboarding strategy to make them feel welcome in their new job.

Find more of Blue Signal’s relocation tools here.

 

Working on an employee relocation within your company? Contact us at info@bluesignal.com for a free consultation.