From now on, teams and managers will no longer see each other every day, their work understanding, habits and working methods will never be quite the same. Therefore, companies functional models adoption and a quality culture creation is vital for building the future, especially in recruitment.

To ensure the loyalty of new hires to their company, help them adapt to the company culture and create an environment where they will join the company as quickly as possible. both work processes and internal relations It ensures healthy walking.

The most important thing is to explain the working conditions and working methods to the candidate as clearly as possible:

If companies offering hybrid and remote work opportunities are unable to explain and communicate these opportunities to the candidates they are considering hiring, 100% of candidates turn down the job offer regardless of all the conditions. Another problem is: remote working policy absence. Both are not insurmountable problems in post-pandemic business. It is necessary to accept that hybrid and telecommuting will be in our lives from now on, companies should embed this in their business models and clearly explain this policy to the candidates to whom they have a job offer.

Another difference that makes companies ‘true centers of attraction’ for new hires are people-oriented practices:

Recruitment, especially during remote working periods; It’s also a new field for employers, so it can be difficult to adapt. However, this difficulty also applies to new employees. Our main suggestion to companies to facilitate this process is: digital orientation app realization. This application should not be a single meeting, but an application that is systematically divided into days and aimed at introducing different dynamics.

Orientation programs, which introduce and concretely explain the company’s products and services, departments, brand value and goals, and the company culture in general, quickly familiarize new employees with the company and teammates, especially by creating opportunities for the new employee to meet with colleagues in small groups. It is also very important that these interviews and presentations are entertaining and interactive; for example, small surveys and question-answer games that bring the new employee and his teammates together, get used to the company and sense of involvement noticeably increases.

Remote and hybrid work patterns promoted by the pandemic are candidates to dilute and cool employee interaction with each other and their organization:

Absence from social work activities, the difficulties and difficulties faced by colleagues who do not have a common space to get to know each other, and the lack of dynamism to get to know and communicate with managers; It affects everyone psychologically, both in terms of social relationships and work efficiency.

With the organization and colleagues problems connecting employees are also eligible for backlogs in the area of ​​efficient working and development. In such a situation, giving positive feedback on the development of the employees, highlighting their strengths and making careful comments on the aspects that need to be strengthened, handling them constructively and flexibly in performance evaluations and reflecting them on the employee increases the company’s loyalty and motivation.

Adjusting and adapting to remote working is a difficult process:

One of the systems that can be applied to ensure that employees do not get lost in this process is the mentoring system. A mentoring system aimed at accelerating adaptation and increasing engagement, approaching the newcomer with empathy, eliminating potential confusion about technical issues and warming the institution; also within the internal social dynamics of the company. create an environment where they feel comfortable an indispensable method.

The needs and wants of workers, who face a devastating succession such as the pandemic and economic negativities, vary widely:

Overcoming these dilemmas, which affect everyone’s life, means that everyone lives a different life and is different from each other. the fact that different solutions are needed based on recognition. Meeting the needs of employees with personalized methods puts companies ahead in the eyes of candidates.

From the recruitment interviews, we understood that one of the most curious things is the benefits policies of the companies. Support to meet real needs such as health support, psychological support, childcare support, sports support in the context of sincerity and to make them lasting permanent is essential. In order for this support and benefits policy to make sense, it must not be a single and generic policy. A staff-specific, strictly followed policy should be established. In this way, employees can raise the standard of living While it is possible to achieve higher productivity, it is also possible to increase corporate loyalty by helping to solve problems related to the employee’s life as an institution.

The role of each employee in the organization, the requirements of this role and the way these requirements are met are different from each other:

Relying on the same solutions for every role in the era of remote and hybrid working is not fruitful. It is necessary to find special solutions according to the role of the employees and to focus on fairness, not equality. Working models of teams working in the field and developing strategies, and ways to do their jobs Because companies are different, approaching these employees with the same work models leads to new dilemmas. Designing solutions by role in business production processes, clearly and clearly categorizing remote working conditions by role, eliminates question marks and negative assumptions about work models and task performance.

Remote work and hybrid work are no longer being erased from our professional and personal lives. The fact that companies produce practices that touch people, are empathy-oriented, positive and constructive, not only to meet financial but also certain social needs, strengthens the connection of new employees and the future position of the companies. Only in this way can long-term business relationships, business relationships and work dynamics be established.