The latest catchphrase to make its debut in the professional world is ‘hybrid competence’. Whilst it is still a relatively unknown term, it is gaining traction in the entrepreneurial, creative and digital worlds… and many recruiters are on the lookout for it on candidates’ CVs. Thanks to COVID-19, the hybrid model is still a reality for many companies and their teams, forcing more and more candidates to strengthen their ‘hybrid competency’.
But what does hybrid competence even mean?
The hybrid working or studying model typically requires employees or students to work partially from home and check in at the office or class, a few days or hours a week. This model requires individuals to navigate between the virtual world of hundreds of communication mediums, such as video calls, emails, chats and internal company messaging platforms, while also fostering ties with colleagues, in-person.
It can be overwhelming, as many would concur. Yet, it is deemed a strength when one can thrive in a disrupted environment, and has resulted in a newfound set of skills that have surfaced. These skills should be mentioned on the CVs of job seekers and can help set candidates apart from others.
The strengths of hybrid competent people
In short, the term can be used to the advantage of candidates, provided that concrete examples can be provided. Usually, the term is used to characterize individuals who can build solid relationships and showcase flexibility in thinking, as they shift between working remotely and in a company setting.
Hybrid competent people are also well organized, and can manage resources, deliver results and request support when needed. They also demonstrate that they can multitask and tap into different networks, even if working virtually. These individuals are also self-motivated and can make well-informed decisions based on the information at hand.
Another strength? They have strong communication skills and have the ability to engage others, even if not in their presence. Historically, in-person meetings and encounters were relied on to build genuine connections. But two years of remote and hybrid working later, virtual meet-ups can work just as well, provided clear, concise and charismatic communication skills are honed.
Where does it go on your CV?
There is no right or wrong way to mention hybrid competencies on a CV. However, the best place to integrate it is within a role where this skill was utilized effectively. It could relate to how a project was managed successfully within the deadline and in coordination with different team members. It could also include how a hybrid team collaborated from different time zones. Any mention of it as a skill should be backed up with a good example.
So are you hybrid competent or do you still have a long way to go?