In a world where remote work has become the norm, the landscape of job recruitment – and specifically for attracting and hiring for in-office roles – has changed and become more challenging than ever.

While remote work now holds the industry standard and preference for many working professionals, specific industries and roles still thrive on – and often require – an in-person job commitment.

As organizations navigate this evolving professional landscape, attracting candidates and hiring for in-office roles in a remote work world presents challenges and opportunities.

Hiring for in-office roles: 6 strategies and tips to attract talent

1. Rethink your job descriptions

It all begins with how you’re presenting the opportunity from the very start. Drafting job descriptions that clearly explain why an in-person presence is crucial in order to actually do the job will be critical for the overall success of the team – whether it’s hands-on tasks, being a part of collaborative brainstorming in an interactive and responsive team setting or building key relationships that are not possible in a remote setting. In addition, potential candidates will need to understand the unique value of the in-person job, especially in a remote era.

2. Consider alternative work models

Although you know that whoever is in the role cannot do certain aspects of the job entirely at home, there may still be room to attract candidates by offering some flexibility through implementing an alternative or combination work model. There may be several alternatives to consider, and these include:

  • Hybrid work model – The employee works some days each week remotely and some on-site (example: 1, 2, or 3 days each week on-site and the remainder of the week from home). This would allow for team interaction and could be adjusted as the work requires when an on-site presence for team activities may be more necessary.
  • Rotational work model – The employee works in a modified hybrid work model with some team members on-site on an assigned rotational basis so that there is always a team presence in person. This could mean some team members work in the office during the first and third weeks of the month and work remotely during the second and fourth weeks of the month. Other team members would follow the same plan being on-site during the weeks that the others are working off-site.
  • Compressed workweek model – The employee would follow an on-site work week with slightly longer hours each day with one additional day off each week. Flexibility is often a key consideration when attracting top talent, and offering a non-standard work week might be just the thing to attract someone to consider an in-person position.

When recruiting for in-person jobs, consider how an alternative work model could work. Ask the hiring manager:

  • What percentage of work can be performed away from work? Is it a 50-50 split, or just one day of remote work per week?
  • What are the expectations for working in the office?
  • Even if they have to come in every day, is there flexibility with employee scheduling?
  • What other expectations are there for the employee with this in-office role?
  • How will team dynamics be maintained?

3. Showcase safety measures

You might be in a situation where, for security and/or safety, work must be performed in a controlled, secure environment. When hiring for in-office roles that fall into this group, such as health care or manufacturing roles, it’s crucial to communicate the organization’s commitment to maintaining a safe work environment as well as the possibility of providing or subsidizing the related costs of required uniforms and safety equipment for each employee.

Highlight the measures in place to protect the employee’s wellbeing, such as:

  • Safety training and requirements
  • Cybersecurity regulations
  • Physical safety measures
  • Company-provided uniforms and safety equipment or financial assistance in purchasing these

4. Leverage technology

Just because you’re hiring for an in-office job doesn’t mean you can’t use technology as an essential tool during recruiting. Don’t skip the process of finding the right candidate via a combination of in-person interviews coupled with virtual steps and activities like:

  • Online assessments
  • Virtual interviews
  • Video introductions

Utilizing technology in the early stages of the process demonstrates flexibility, adaptability and a willingness to embrace the standard recruitment practices of today coupled with onsite steps that would allow a candidate to get a better sense of the work environment. It also allows the interviewer to witness possible office interactions by the candidate and observe body language and confidence.

5. Highlight career growth opportunities

One of the biggest challenges of remote work today is highlighting career growth opportunities when employees working from home may feel less connected to broader organizational goals and initiatives. Use this to your advantage when hiring for in-office roles.

While remote work offers flexibility, some candidates prioritize career growth opportunities that are often more tangible in an in-person job setting. Emphasize the mentorship, skill-building and networking opportunities of an on-site position.

In-person roles appeal significantly to those looking to advance their careers in a more traditional work environment that allows for potentially more daily interaction and mentoring from senior team members and leadership within the department.

6. Don’t forget company culture

A strong company culture remains a critical factor in attracting and retaining talent. When recruiting for in-person roles, showcase the organization’s culture and how it enhances the in-person work experience. Highlight employee testimonials, team-building activities and the overall work environment to give candidates a glimpse of what to expect.

Summing it all up

While remote work has reshaped how we approach recruiting, the demand for in-person jobs remains in many industries.

By reimagining job descriptions, embracing alternative work models, prioritizing and facilitating safety, leveraging technology and emphasizing company culture, organizations can successfully navigate the challenges of hiring for an in-office role in a remote work era.

For more tips on how to recruit and win top talent, download your free guide, The Insperity guide to attracting, recruiting and hiring top talent.

The post Attracting top candidates: Hiring for in-office roles in a remote world appeared first on Insperity.