Unique Talents: A New Approach to Hiring?
From a well-developed employee evaluation to data-driven performance assessments, here are eight answers to the question, “What are your best strategies or tips about finding and validating fresh talent in today’s hybrid workforce?”
- Develop a More Relevant Employee Evaluation Strategy
- Attend Virtual Job Fairs
- Leverage LinkedIn for Self-Starters
- Seek Candidates With a Personal Brand
- Focus on Adaptability
- Embrace Tech Talent Pools
- Use Online Freelance Platforms
- Take Advantage of Data-Driven Performance Assessments
Develop a More Relevant Employee Evaluation Strategy
A hybrid work environment is decidedly different from the traditional work environment we are all used to. This means that every aspect of today’s workplace needs to undergo changes that match too.
As far as employee evaluation is concerned, we can no longer rely on the age-old evaluation process that cannot accommodate the challenges of a hybrid work process.
Today, your evaluation strategy must consider employee work schedules and output with specific references and criteria and even realign company productivity targets accordingly.
Without an evolved employee evaluation strategy in place, the discovery and validation of new and unique talent would be an impossible task.
Riley Beam, Managing Attorney, Douglas R. Beam, P.A.
Attend Virtual Job Fairs
I’ve found virtual job fairs to be an effective way to source new talent in the hybrid workforce. Organizations hold these job fairs entirely online, and they allow you to reach a wide audience of potential candidates. You can attract candidates from all over the world and connect with them in real-time virtual rooms. You can also set up interactive Q&A sessions where candidates can pitch their ideas. This can be a great way to attract innovative talent.
In addition, you can use these job fairs to find talent outside the typical talent pool. For example, you may find candidates who aren’t typically considered for roles in your industry.
These job fairs can be a great way to reach out to new and unique talent and to make your company stand out as a forward-thinking employer.
Matthew Ramirez, CEO, Rephrasely
Leverage LinkedIn for Self-starters
The most used medium that helps us find and validate new talents is LinkedIn, where, as a hybrid working company, we look for employees who are self-starters, or those that can self-manage to a “degree.”
Based on our extensive experience, people that have worked in the hybrid mode are more self-organized and flexible. As far as LinkedIn’s information can take us about previous work and company history (we consider the working mode of the company), we find it extremely helpful in finding and validating new hires.
Within our hybrid work environment, self-management is an important asset, as more often employees will need to self-manage and organize their work accordingly. That is why we base our recruitment process on initial LinkedIn screening, where we can clearly see whether the new talent has hybrid working experience or not.
Maria Harutyunyan, Co-Founder, Loopex Digital
Seek Candidates With a Personal Brand
I’m a big fan of personal branding. With finding and validating new talent, I look for people who have created a powerful brand for themselves that reflects their skills and knowledge in the areas that I’m hiring for.
So I think if you can find people who have built up a strong personal brand that matches your company’s needs, you’re going to have a much easier time finding the right people and getting them on board because they’re skilled, passionate, and reliable which are all things that you want in a candidate for a hybrid workforce.
Tiffany Homan, COO, Texas Divorce Laws
Focus on Adaptability
Looking for talent that has strong adaptability to new challenges is a must.
In hybrid work especially, adaptability is critical to shifting from one style of work to another. If an employee can jump between tasks and not lose anything in terms of productivity, that is a good sign.
If they can learn something and still perform regular tasks at the same time, that is even better.
Adam Bem, Co-Founder & COO, Victoria VR
Embrace Tech Talent Pools
The current work environment is booming, and hybrid workspaces are becoming the new norm. To succeed in the hybrid workspace era, you must develop a tech-oriented work model and invest in getting the right talent to run your organization.
Unique talent has become scarce because of high competition for recruits and increased demand for brain power in hybrid workplaces. Using tech to hunt for talent in online communities like GitHub and other talent platforms will enable you to identify unique skills and nurture them as you incorporate them into your organization.
Yongming Song, CEO, Live Poll for Slides
Use Online Freelance Platforms
First, take advantage of online tools like Upwork and Fiverr. These platforms offer a convenient way to connect with freelancers from all over the world. Plus, they offer an easy way to view portfolios and reviews so you can get a better sense of a freelancer’s work and abilities.
Next, when you reach out to a potential freelancer, be sure to ask for specific examples of their work that align with the project you have in mind. This will give you a better idea of their skills and how they might help you achieve your goals.
Ludovic Chung-Sao, Lead Engineer & Founder, Zen Soundproof
Take Advantage of Data-Driven Performance Assessments
The added complications of a hybrid workplace require that your performance assessments now need to take into account several additional parameters to evaluate your employees and zero in on the high-value talent.
The best bet is to create a data-driven performance assessment strategy that meets the challenges of navigating hybrid work schedules and unique productivity charts. With data on your side, you know the results are fair and balanced and that the process has considered all crucial specifications before determining an outcome.
Moreover, a strategy driven by data also gives you reports you can evaluate and put under scrutiny before concluding your search.
Brendan McGreevy, Head of Strategy, Affinda
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