How to hire for a role that requires a blend of skills

Jobs are evolving. Businesses change and as a result they need to adapt their workforce. As a result, many businesses are looking for employees who demonstrate a blend of skills – skills that would traditionally be thought of as belonging to different disciplines.

For example, HR departments may begin looking for IT-savvy candidates confident using databases and the latest HR software. Or perhaps a customer service department will be looking for someone with fantastic customer-facing skills whilst also being analytical and numerate to allow them to analyse customer trends.

Perhaps one of the most common examples is in marketing. More and more organisations are looking for marketing personnel that combine both traditional, offline skills in PR, marketing strategy, advertising or similar alongside digital marketing skills that demand expertise in social media, content marketing, web development and more.

Unique recruitment challenges

As these jobs are unique to each organisation, and they demand a range of skills, they can also raise unique recruitment challenges. Not only are you looking for candidates who exhibit the right cultural fit for your organisation, you’re also looking for someone who demonstrates expertise in different disciplines – and they’ll likely be highly sought after for their flexibility.

So how can organisations still hire right for these ‘hybrid’ roles? At Anne Corder Recruitment we’ve seen a real increase in the number of businesses who have approached us regarding these types of roles – and we’ve been able to successfully find them some great candidates. Hopefully this blog post with impart some of what we’ve picked up whilst searching for the perfect hybrid candidate!

Hiring for hybrid jobs

To start with, we define a hybrid job as:

“A job that combines two or more job roles, requiring a blend of skills. A hybrid job offers employees diversity and the opportunity to develop across a broader range of disciplines.”

For many employers, this type of job will strike a familiar note. Many jobs in today’s market require candidates to demonstrate a range of skills – you just may not have applied the term ‘hybrid’ to that type of role.

To help the recruitment process go smoothly employers should clarify their objectives, focus on the potential of candidates and get their job description right from the word go:

Clarify your objectives

Before you start looking for candidates it’s important that you assess your objectives and what you hope to achieve through the introduction of the role.

Start by asking why are you hiring for a hybrid job? Is it for cost-cutting purposes, to merge two roles into one? Or is it due to a change in organisational structure or out of business necessity to allow you to bring in a new skillset?

By establishing why you’re beginning the recruitment process you’ll be able to understand exactly what you want to see in a candidate. You’ll have a clearer idea of how the role will impact the department and team. When you’re looking for someone with a broad skillset it can be difficult to focus your objectives, so taking time at the start to clarify these can really help.

Equally, by understanding what you want the final hire to bring to your organisation you’ll also be able to pinpoint the skills you deem an absolute necessity. Hence you’ll have a level of flexibility when it comes to hiring but you won’t cut corners on the skills that really matter.

Remember the benefits for the employee

Hybrid roles don’t just benefit the employer; they can also offer some great opportunities for employees. To start with, those in hybrid roles often experience a lot of job satisfaction from being able to vary their day across different tasks and multiple disciplines. They’ll gain experience across different areas and hence could possibly specialise at a later date.

With all this in mind it’s important that you offer the right progression opportunities for the right candidate. If they develop a particular interest in one area, would they have the opportunity to progress solely into that discipline? Or can they continue to progress into new roles that require the same range of skills?

Look for potential

Due to the nature of hybrid jobs it’s important that you don’t restrict yourself too much. It may be that you need to offer training opportunities to a candidate who demonstrates an eagerness to develop new skills and looks to be a great cultural fit. Go back to your objectives and remind yourself of what skills were absolute necessities and look at how you could help the right candidate develop the other skills too.

Get your job title and description right

When it comes to advertising your job opportunity it’s key that you make it as clear as possible what you’re looking for. Hybrid jobs have the potential to be confusing to candidates. Without full explanation in the job description a candidate may not be sure where the job role will sit within an organisation, what skills are an absolute priority or whether they would be a good fit.

Choose the job title for the role carefully and clearly establish what you’re looking for in potential candidates. Explain as much as you can about the role whilst still keeping your job description punchy.

Finally, speak to your recruitment agency about all of these factors – they can help you understand more about the type of candidate you need whilst also writing a job description that catches the attention of the right jobseekers. Not only that but they can dip into their pool of candidates, who they already know demonstrate the skills you’re looking for. Good luck!


Alex Smith

Recruitment Specialist

I’ve worked in recruitment for the same agency for over 12 years, covering finance, office support, construction, and engineering. Temp and perm. Previously, my line of work was within banking and estate agency.
Favourite food: “Curry (Hot)”
Favourite film: “Heat”

Outside of work

“Gym 5 days a week. Home life consists mostly of entertaining a 3 year old! (for clarification – my son)”

Alex on ACR

“Very refreshing to work for a recruitment agency that genuinely care for their candidates and clients”

T: 01733 235298

Sarah-Jane Bond

Recruitment Specialist

I have spent the majority of my career working in Operational and Project Management roles. I first worked with ACR about 25 years ago as a candidate. ACR secured me a role at RNIB, where I stayed for 15 years, finishing as Head of Operations. Recruitment has always been a big part of the roles I have undertaken and is something that I really enjoy. When you match a fantastic candidate with the right client there is no better feeling!
Favourite food: “Has to be any dish from the Mediterranean”
Favourite film: “There are many, love a chick flick, especially ‘The Holiday at Christmas”

Outside of work

“I love socialising with friends, can always squeeze a bit of retail therapy in around volunteering at Deeping Rangers FC, running their hospitality on match days.”

Sarah-Jane on ACR

“I couldn’t have been more delighted when Nel asked me to join the company and have felt at home since day one. They really do care about providing the best service for their clients and candidates, building genuine relationships with both. The team culture is second to none, everyone supporting and looking out for each other. It is a pleasure to come to work every day.”

T: 01733 235298

Emily Roach

Recruitment Specialist

Emily was a Primary School Teacher for 10 years, before moving into the EdTech space, as a Relationship Specialist for MATs. She joined ACR in July 2023 and particularly thrives when recruiting for Account Management, Customer Service and Sales roles.
Favourite food:
“Spag bol or pizza”
Favourite film:
“The Notebook – or any romantic chick flick really!”
Outside of work
“I have a 1-year-old, so love fun family weekends with my fiancé and son more than anything. Time socialising with friends and family is where I’m happiest.”
Emily on ACR
“The unique culture, values, and style at ACR is polar opposite to other recruitment agencies and what I believed recruitment was. Having previously been a Relationship Specialist, I feel I’m doing the same thing! No hard sell, we truly care about our candidates and clients, and the team culture is 2nd to none!”
T: 01733 235298

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