How do hybrid models impact talent attraction or retention?

Hybrid models give the flexibility to employees to work.  This is very advantageous especially for working women.  Being flexible gives the possibility of getting the right talent.  Productivity should also be at the best since employees can balance their personal life and work.

However, the organisation must put in required controls / monitoring systems to ensure employees do not misuse this wonderful opportunity

Hybrid working models give a lot of flexibility for talent to work from anywhere, thus positively impacting talent retention and acquisition. A lot of talent, especially young talent, want to work remotely in order to have a better work-life balance, save on living costs by relocating to a less expensive location, or improve living quality by moving to a much cleaner city/town

It clearly expands the pool of candidates, especially with the young generations, considering the significance of having an appropriate work-life balance and the ability to maintain a healthy work relationship, which requires occasional peer-to-peer interaction.

Varies by industry obviously and not applicable to all, but once you have gone fully remote, with occasional meetups. The better work / life flexibility plus increased productivity and satisfaction means employee never want to give it up. It becomes more valuable than some other company benefits. Hybrid is a bridge to try and bring people together for some days and if you plan to do your "meeting work" on those days and your "non meeting work" on the others, if possible it can work. Still, the meeting that was replaced with a quick slack conversation means people can be productive anywhere, anytime, and that will still beat hybrid.

Hybrid working is only one aspect at attracting and retaining talent. I think since the pandemic it is now seen as a hygiene factor (perhaps more from employees rather than employers) along the lines of benefits and competitive compensation.

To support a hybrid working model and especially help retain talent I know that many companies are investing heavily in better comms and management and, as others have mentioned on here, encouraging people to meet up for team activities in hubs or at regional offices to help motivation and ensure alignment.

For me the biggest challenge with working with remote teams is ensuring that people are aligned on the right areas and keeping them updated with the rapid changes in context that our business is experiencing. This was very easy when everyone was in the office, but much harder in a hybrid model.