Staff selection and recruitment for the hybrid work model

6 of March, 2025

In recent years, we have witnessed the consolidation of the hybrid work model in our companies. This has meant a radical change in the way we work, with a hybrid system where on-site and remote workers consistently coexist. It has also led to significant changes in staff selection and recruitment. In addition to having the right skills and competencies for the job, candidates must also be prepared for hybrid work. This does, however, broaden the geographical range of recruitment.

When we opt for a hybrid work model, staff selection is just as important as the onboarding process. Remember that welcoming an employee to the company is still part of the hiring process, and during this phase, you must provide the employee with everything they need to work from home. Hybrid work can be one of the benefits that attract talent to your job offers, so let’s look at the keys to selecting the best candidates following this model.

What is hybrid recruitment?

You have probably heard of the concept of “hybrid staff recruitment“. This is a model where online and in-person recruitment strategies are combined. It should form part of a global recruitment strategy, and if used correctly, it will yield better results than if virtual recruitment techniques were applied separately from in-person recruitment. There are three key elements: interview, administration, and onboarding, which will be detailed below.

But if there is one aspect that stands out above all when we opt for hybrid staff recruitment, it is diversity. It allows us to access talent from different geographical environments, strengthening the human capital of the organization. Inclusion is another fundamental concept in staff selection and recruitment for a hybrid model. This way of working makes it easier for women to join the workforce, and companies that adopt the hybrid model are considered better places to work.

Interviews in hybrid recruitment

Although video interviews were starting to gain weight before the crisis brought on by COVID-19, that situation accelerated the process. Hybrid models tend to make more efficient hires, reducing the time spent on interview processes. This can help improve the candidate’s experience, and the company can fill vacancies faster. Recruiters can also shortlist more candidates in less time with a phone interview compared to face-to-face ones.

Resorting to the metaverse, automation, or gamification allows us to make the interviews more suited to the profile we are looking for. We have a series of tools that allow us to know more effectively if the candidate we have in front of us meets what we are looking for or need. But before reaching the interview, the best way to make our job offer effective is through attractive job offers. The social benefits that this work model can offer are key to its success.

Administration: A recruitment software

To make the selection process even more efficient, it seems essential to have a human resources software such as Sesame HR. It’s the best aid for optimizing the human resources department’s time, making the most of the different functionalities it offers. Keep in mind that if we opt for the hybrid model, recruitment methods should also follow suit. Here are some of the advantages that recruitment software offers in a hybrid staff selection process:

• Automation of administrative work
• Curriculum selection
• Use of chatbots to set appointments
• Candidate tracking: all information in one place
• Information shared with the entire HR and recruitment team
• Automation of job offers
• Candidate database for future personnel selection

One of the goals of having recruitment software should be to create the best possible experience for the candidate, not to mention the workload relief for the HR department. When the candidate experience is positive, it’s easier to attract and retain talent. Remember that once we’ve hired the worker, the next step should be to keep them loyal and ensure they don’t end up leaving. And this comes down to good onboarding.

Joining the hybrid model: digital onboarding

The staff selection and recruitment process ends with the incorporation of the employee, and if they are going to work entirely or partly remotely, onboarding takes on special importance. Beyond being able to organize a welcome day at your facilities, it is essential to provide the company welcome manual as soon as possible. All the key aspects of their position, including the organizational chart, should be detailed in it. Getting to know teammates is crucial for success in hybrid work.

You cannot forget the accesses to internal communication tools, in addition to the various productivity tools used in the company. Task managers or performance reports are just examples. You should also provide the teleworking and training tools, if any, or the time control. Once the onboarding of the hybrid employee has been resolved, we can say that the selection and recruitment of the new employee has been successful.

Cristina Martin

People and Talent Director | LinkedIn | | Web | +post

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

Latest posts by Cristina Martin

• Advantages of using a recruitment software
• Staff selection and recruitment for the hybrid work model
• Online recruitment: the best tools to optimize the process
• How to convey company culture in the recruitment process
• How to take advantage of external recruitment sources in your company.