Remote Jobs Organizations must be lean and nimble to be competitive now and in the future. “Lean” typically entails eliminating redundant roles and lowering pay, but “agility” usually entails employing individuals who can handle many tasks, work across departments, and move forward without having to cut through layers of corporate bureaucracy.

This dual focus has led to the creation of hybrid jobs in an increasing number of firms, which integrate abilities that are normally not found in the same employment. When it comes to finding people to fill these positions, however, a company’s talent wish list rarely matches reality. When it comes to filling a hybrid post, what do many hiring managers think of first? “Where am I going to locate someone who possesses the skill set A and the distantly connected (or even completely unrelated) skillset B?” is a common question.

This overly skills-focused approach may result in the wrong candidate being hired. After all, simply having the necessary job experience does not guarantee that a candidate would be able to operate effectively in a hybrid capacity. Yes, we all want personnel who can jump right in, but we should not let our immediate requirements overshadow the more crucial question: Can this individual flourish in a hybrid role?

5 Competencies a Candidate Needs to Succeed in a Remote Jobs

Intrinsic motivation, an individual’s own combination of behavioral motivations and inhibitors, is a vital component of success in any profession, hybrid or otherwise. These motives might be viewed as performance abilities in the workplace. With that in mind, here are five key skills you look for when hiring for a hybrid position:

Learning agility:

The capacity to perceive conceptual linkages and transfer information from one context to solve difficulties in another.

How it relates to hybrid roles: Instead of focusing on finding someone who possesses the exact skill set you require, seek someone who has demonstrated the ability to swiftly adapt the talents they currently possess to new situations.

Continuous learning:

This entails assuming personal responsibility for professional growth and demonstrating the discipline to complete the required skills.

How it relates to hybrid roles: Your applicant may not have the precise job experience you seek, but if they are committed to lifelong learning, they will be eager to learn.

Ambiguity tolerance:

An individual in a hybrid function must be comfortable working without clear standards, structure, or predictable outcomes. They must see new situations as opportunities rather than causes of worry.

How it pertains to hybrid roles: Exact skill alignment won’t matter if the applicant is uncomfortable with the gray zones that will inevitably exist between their two unique areas of responsibility.

Information seeking:

This is the urge to learn more about things, people, or topics. Asking inquiries, digging for information, and undertaking environmental and situational scanning are all common examples.

How it relates to hybrid roles: A candidate who is eager to learn and observe what is happening is more likely to be successful in filling in the gaps of a hybrid jobs and gaining the acumen to deal with issues that occur.

Initiating action:

Taking the initiative to solve (or avoid) issues, establish opportunities, or enhance results, which may necessitate going above and beyond the bounds of a formal job description.

Its application to hybrid roles is as follows: If many job criteria must be addressed, the applicant who does not need to ask permission or feel bound by stringent standards is more likely to be comfortable and effective.

Identifying These Skills in Your Candidates

Behavioral interview questions that are targeted or organized can help you identify a candidate’s potential in these five areas. “Tell me about a moment when you used your experience in one area to help solve a challenge in another,” for example, to acquire insight into a candidate’s learning agility. What was the difficulty, and how did you overcome it?” Consider the following question to get you started:

Such inquiries might help shed light on a candidate’s intentions, but the best method to acquire insight into performance potential is to measure these skills regularly and objectively. Few businesses have the capacity to establish their own performance competencies, but certain pre-employment tests can offer you the same or similar information to help you make your hiring choice. Just make sure you are utilizing a test that’s been scientifically proven to measure personality characteristics in the workplace. The main message is to avoid dismissing otherwise qualified applicants for hybrid positions because their skill sets do not fit a wide range of requirements.