The Key to Making Hybrid or Remote “Work”

It seems hybrid workforces are here to stay. According to a report by Gartner, by this year, 75% of organizations will have a hybrid workforce. In addition, 30% of Americans plan to apply for hybrid jobs in the future, according to a 2024 report by Morning Consult. But how can employers determine which candidates may excel in a hybrid or remote work arrangement and which ones may not, particularly with the rise of AI resume-screening tools?

While AI can enhance efficiency, the algorithms used are only as good as the data they are trained on and may not take into account the critical competencies necessary to thrive in a remote or hybrid environment. Also, automated systems may fail to identify the nuances of a candidate’s personality and cultural fit, leading to dissatisfaction and mismatches for employers and employees.

As employers look to get the most out of their hybrid or remote workers and ensure high engagement and productivity levels, using a science-backed talent assessment to measure candidates against the key competencies necessary to excel in a hybrid or remote environment can help meet those goals.

As an industry-leading talent assessment company, XBInsight has identified several key competencies that can make employees better suited to remote or hybrid work.

  1. Demonstrates Flexibility/Resilience. The world of work is changing rapidly and continuously so being ready and able to adjust to new conditions is critical. Successful remote workers need to be skilled in adapting to changing situations and modifying plans without compromising the integrity of their work. This includes the ability to work effectively with a variety of individuals or groups and interact well even under stressful situations.
  2. Manages Work. Remote work offers employees more freedom and independence, however with that workers must be responsible for meeting deadlines, fulfilling commitments, and performing at high levels. Successful remote workers will need to be competent in translating goals into tactics and specific steps, establishing appropriate timelines, and setting clear priorities. This includes using tools to plan schedules and workflow, communicate effectively, and follow up to stay on time and on budget.
  3. Builds Collaboration. As HR leaders look to build virtual teams today, and in the future, identifying employees with strong competency in collaborating is key to keeping virtual teams motivated and maintaining performance levels. Remote workers must be adept at establishing, communicating, and reinforcing shared values and norms. This includes inviting and building upon the ideas and contributions of others, promoting teamwork, ensuring others are well-informed of progress towards goals, and celebrating accomplishments.
  4. Maintains Endurance. The COVID-19 pandemic has led many employees to work virtually for the first time. As HR and business leaders weigh decisions about who should remain virtual for the future, the ability of employees to overcome obstacles and demonstrate persistence toward their goals when faced with difficult situations will be paramount. This includes staying focused on goals despite setbacks, working in a fast-paced environment, and handling multiple and competing priorities.
  5. Seizes Opportunities. With no manager or supervisor looking over their shoulder, successful remote workers need to have strengths in being proactive, taking initiative, and the ability to work independently for extended periods with minimal support and approval. This includes anticipating potential obstacles, accomplishing tasks independently, pushing personal performance, and taking personal responsibility for self-development.

Assess for Remote or Hybrid Fit.

Our XBL Assessment Platform can provide valuable insight into how workers’ competencies are aligned, or not, to work remotely or in a hybrid arrangement successfully. Armed with this knowledge, HR leaders can quickly identify those workers who are well-equipped for remote work, determine development needs for employees tagged for virtual work, and create effective behavioral questions to determine whether a potential hire will thrive or struggle.