From how we schedule meetings and manage teams to how we fill positions and promote culture, we’re continually adjusting to the demands of the hybrid workforce.  Outlined are four ways leaders can optimize their talent attraction and retention strategies for the new World of Work:

Clarify job descriptions. Job seekers are looking for security and safety, which often translates into WFH opportunities. When you’re writing a job spec, be clear. Communicate expectations and outline what you’re doing to keep your team safe and supported. You’ll build trust in the company and increase the likelihood that strong candidates follow through the process.

Update priority skill sets.  You need people who can communicate well and maintain a team approach when not in a communal setting. Remote working requires discipline and a self-motivated approach. It can be helpful to determine if candidates have worked remotely in the past and how successful they were in those situations.

Implement digital hiring practices.  More than ever digital, remote-ready recruitment and screening tools help effectively seek out and engage talent. Properly applied, they can cut down on time-to-hire and encourage enduring employee satisfaction. Digital hiring and remote work eliminate geographic restrictions, giving companies access to a more diverse talent pool than before.

Identify reskilling opportunities.  Help hybrid employees adopt the technologies they need to drive productivity by prioritizing their reskilling efforts. These may include company-wide training sessions, individually selected courses, or one-on-one mentoring. Pay close attention to how your people are faring from a professional development standpoint so you can anticipate their needs before problems arise.

Flexibility and resilience are paramount in adapting to change. The companies that not only adapt to the new World of Work but also learn from it and improve upon their old ways of doing things are the ones that will survive, prosper, and grow.