As an HR leader, recruiting top talent is becoming increasingly difficult. Today's job market is candidate-driven, so employers have to up their offer packages to land potential employees.

However, today's candidates are not only looking for competitive pay; they are looking for competitive benefits. And today's benefits aren't the benefits of yesteryear. It is no longer just health, dental, and paid vacation.

Since the pandemic, the expectation for benefits has drastically changed. Most candidates want an employer that values mental health, work-life balance, and a positive work culture that prioritizes these things over the proverbial "grind."

Understanding hybrid work schedules

A hybrid work schedule is one of the most prominent perks candidates are looking for. Hybrid work, where employees spend part of their work week in the office and the rest working remotely, can vary widely between organizations. Some even let the employee decide what their hybrid work schedule will look like. Offering a hybrid work schedule to your employees gives candidates the flexibility to create the work-life balance they desire.

A recent report by Accenture found that 63 percent of high-revenue-growth companies have already enabled hybrid workforce models where employees have the option of working remotely or on-site.

Nearly 70 percent of negative or no-growth companies are still focusing more of their time on where people will physically work, favoring an all on-site or all remote model rather than a hybrid. Another interesting finding from the report is that 40 percent of workers found they can be more productive and healthier when working with a hybrid model.

Debra Boggs, MSM, job search consultant and resume writer at D&S Professional Coaching, said in a recent interview by Forbes.com that "remote flexibility is a must for many employers to compete for top candidates."

Candidates are seeking a job where they are trusted to accomplish their work rather than follow strict work hours. They want their actual work performance to be valued and not the number of hours they spend in the office working.

Positives of a hybrid work schedule

One of the most significant upsides to a hybrid model is that people can work when (and where) they are the most productive. They aren't constrained to a 9 to 5 work schedule. Not only can employees work when they are at the height of productivity, but you will also get more productivity from your employees overall.

A hybrid work schedule can also cut down on work-related stressors, such as commute times and trying to schedule personal matters around rigid work hours. For example, a recent survey conducted by Salesforce stated that 59 percent of workers felt a hybrid work model contributes positively to their psychological well-being because they can take care of their personal business without the pressure of rigid work schedules.

Another benefit of this particular work model is the ability to take breaks when needed. Employees are not confined to a particular break rotation or a certain amount of time for their break. According to recent studies, when workers can take breaks throughout their day, their overall performance, job satisfaction, and mental health go up.

Hybrid work models also allow for more social time. Being around loved ones increases happiness which then translates to better-performing employees.

How to implement a hybrid work schedule

How you adopt a hybrid work schedule depends on your people and the processes and technology available to you. Here are a few things you can do to get started:

  1. Survey your employees on their needs and wants
  2. Look into what infrastructure would need to be in place to establish a hybrid model
  3. Determine how you will maintain company culture with a hybrid model

The data is undeniable. A hybrid work model is not only proving to be more effective, but it is what candidates are most looking for in a job opportunity. You can find the right hybrid model for your organization with some thought and support.