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In this article, Laura Walters our Recruitment Board Director has a look at how hybrid working is shaping businesses and how this is impacting talent attraction. 

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Hybrid Working Dan Roylance

Dan Roylance, Senior Global CRM lead at Distrelec

Dan Roylance, Senior Global CRM Lead at Distrelec Group discusses what hybrid working has looked like in his workplace.

“Recruitment has been pivotal for us at Distrelec this year as we are fortunate to be experiencing growth that is surpassing expectation. Finding the right people has also been one of our biggest challenges. We have adapted to an ever-changing market going from mandatory 5 day working weeks in our Manchester office to 2, plus increased flexibility with our core working hours. I think businesses, particularly like ours who operate overseas, need to provide flexibility to attract and keep people, especially considering glocalization and advances in technology.”

 Hybrid Working Damon WestburyDamon Westbury, Managing Director at Zinc Media

Damon Westbury Managing Director at Zinc Media gives us insight into what he sees happening in their business around hybrid working.

“Like so many businesses, we’ve had to significantly rethink our approach to traditional 9-5 office working in favour of hybrid working and fully remote working; to operate a Covid safe environment, respond to employee and candidate expectations, stay ahead of traditional localised talent competition, and compete with a new cross sector competition spread across a wider national base that has arisen from the growing trend of fully remote and hybrid working.

Add to this, other challenging trends including staff shortages, wage inflation across a wide range of sectors, from hospitality to logistics, which has led to further competition from sectors outside of our traditional talent base, companies must react with new strategies to attract the talent resource required. To enable Zinc Media to compete more efficiently we have embarked on several wide-ranging initiatives; from tech investment to drive collaboration (that goes far beyond utilising Microsoft Teams and SharePoint), to cloud based production, new data, automation and customer relationship management systems and importantly softer benefits that include travel and wider well-being benefits.

While remote working can work well, we have seen stronger longer-term results of having our people and teams together in person regularly and consistently. To further encourage this; we have also embarked on office improvement programs, onboarding new remote staff in our offices so they get to know our people and culture, while ensuring all remote staff have a regular, albeit short, monthly, or bimonthly presence in our offices.”

hybrid working rich higham

Rich Higham, Digital Marketing Manager at CuddleCo

Rich Higham, Digital Marketing Manager at CuddleCo discusses how hybrid working is retaining talent and helping with overall staff morale.

“Everyone has to be flexible currently. The team at CuddleCo work on a flexible basis, but are mainly based in the office as we can collaborate, make decisions and chat through ideas quicker and with less barriers. 50% of the team are WFH today as they have appointments so by being flexible helps us attract and retain talent, motivate and engage people. It’s reflected in our retention and engagement rates. 

Lets be honest – treat people as adults, not commodities. A thank you doesn’t have to cost the earth, a nice breakfast on Black Friday when the team have been working tirelessly is a nice to have, but not a replacement for having flexibility and balance and paid fairly. It’s our approach to driving long term success in retaining talent and the expertise it brings. “

 Hybrid Working Anna Morley

Anna Morley, Head of Marketing at N Brown

Anna Morley, Head of Marketing at N Brown talk about the expectation of hybrid working and how it impacts the work life balance.


“Flexibility around office/remote working is no longer seen as a benefit, it’s an expectation when job seekers apply for the role. The same view is shared by employees, who aren’t willing to give up the positive work/life balance they’ve been able to develop. To attract and retain talent, companies need to trust employees and measure their performance on output, regardless of where or what hours they work. I would much rather see companies listing ‘trusting culture’ on the list of benefits in their job ads than 25 days’ holiday.”

 

Whatever your feelings, it looks like hybrid working isn’t here for the short term and whilst workplaces continue to change and adapt it is important that they consider if and where it fits into their workplace model.

 

We would love to hear your thoughts!

 

Author:

 Hybrid Working Laura Walters

Laura Walters, Board Recruitment Director at The Candidate

Laura Walters specialises in Executive Level Recruitment, if you would like a chat about your career or recruitment for your business get in touch with her or any of our team by emailing [email protected] or call 0161 833 1044.


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