There is no denying that emerging technologies are reshaping our workplace and jobs as we know them. To keep up with the rapidly changing economies, new technology, and the increasing demand for personalized products and services, companies are transforming jobs and merging positions. Sometimes these hybrid positions are entirely new roles within the company, while other hybrid jobs are created out of the need to merge existing parts of several different jobs into one position.
For example, technology in recruitment has brought about the need for Digital Recruiters. This new position emerging within the recruitment industries requires recruiters not only to have standard recruitment skills and knowledge but to also have skills in marketing and technology. To fill these positions, companies must look for recruiters that understand the recruitment funnel, can analyze data, and know how to use this knowledge and insights to create a marketing campaign that transforms potential job seekers into lead candidates.
Today, we see that the demand for hybrid jobs is consistently growing. More likely than not, this hiring trend will continue to progress as the need for personalization and new technology continues to grow. Since these new and highly talented multidisciplinary workers are scarce, and one of the most sought-after candidates in today’s job market, attracting and hiring these unique individuals will become one of the biggest recruitment challenges.
- What Are Hybrid Positions?
- Hybrid positions are jobs that are created or altered by the personalization of economies and the accompanying technological change in the workplace. The underlying force for this change of jobs is driven by the business need to create products or services that are tailor-made to meet customer needs and to increase value in the customer’s daily life.
This new buyer demand is achieved through the collection of customer data with the help of advanced technology. Hybrid positions, therefore, are new roles or merging positions in which the technology, data, and advanced skills in a specific field of experience are combined with enhanced cognitive capabilities. The combination of these transformable skills are at the core of these new jobs hybrid and cross-functional positions in the workplace.
Why the Rise of Hybrid Professionals in the Workplace?
There are several factors causing the rise of hybrid professionals in the workplace. First, today, customers expect an individualized experience, one that is hard to achieve without the help of advanced technology. Secondly, these new emerging technologies make the need for handling many of the mundane, day-to-day tasks that employees used to do obsolete. Thirdly, technology allows businesses to collect massive amounts of data to analyze, which creates a continuous process to make sound business decisions, reimagine their business processes, drive performance, to deliver more value to the customer, and remain competitive as a business in today’s marketplace.
- Evaluating the impact cognitive behavior and skills have in the future of hybrid positions and how these skills are needed for on-the-job success.
- Identifying cognitive development and willingness to learn attributes that can predict future job performance.
- Create a candidate persona with career specifics, past experiences, and various roles that can help to identify prime candidates for hybrid roles.
How to Hire Hybrid Professionals Fast
One of the biggest stumbling blocks businesses face when recruiting for hybrid positions is that standard recruitment practices are no longer enough. Instead, companies need to look beyond the basic resume to find hiring strategies that allow them to identify candidates with the necessary cognitive skills for hiring success.
Since hybrid roles are relatively new, and these positions require candidates with highly specialized skill sets, hiring for these jobs can be extremely challenging. At Tulsie, we help employers see work as a fluid and adaptive process where specific skills and outcomes are leading, the right learning curve is applicable, and job characteristics can be brought together to improve hiring outcomes.
We understand that these hybrid positions are not only new to companies, but they are new to the candidates as well. This fact is why we help companies look past the resume alone to identify what underlying skills and experiences candidates have that can be transferred into these new emerging hybrid positions.
Over the years, our team at Tulsie has built this quick 3-step process to help businesses start the process of understanding what the impact of these new or merging roles needs to be.
Our 3-step approach can help companies hire faster and better than ever before. In addition, since hiring for hybrid positions puts the focus on finding candidates with highly developed cognitive skill sets, these roles will become resistant to new technology. This offers businesses long-term hiring success, which provides a higher ROI for their recruitment efforts.
If your company is ready to reimagine its business processes and to develop a workforce of the future, creating hybrid positions is a necessary step. At Tulsie, we can help you understand what these positions look like, identify what skillsets you should look for when hiring, and how to use candidate data and insights to improve hiring outcomes, not just for today but in the future as well.
Contact Tulsie to learn more about the emergence of hybrid positions and how to make these new roles part of your workforce.
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