Do promote options for flexibility when available. But don’t mislead candidates or create unnecessary uncertainty. ✅ “Please note that there are work from home options available, but this role is strictly not remote.” ✅ “We are a remote-first workplace. You’ll work with teammates across the globe, mostly via tools like Zoom and Slack, but occasionally travel (5%) for face-to-face meetings like project kick-offs and team offsites. If you prefer office life, we have offices in Springfield (OR), Sunnyville (CA), and Emerald City (OZ).” ❌ “This position will be a remote or in-office position based on the candidate’s location.” ❌ “You will begin your employment with us working from home, if you meet the criteria of the work-from-home program. As the world recovers from the pandemic, the criteria of work from home will change.” 2. Tell the same story throughout the job post. Consistency is key Mismatched job titles, locations, responsibilities, and benefits & perks confuse job seekers, leading to poorer job post performance and candidate satisfaction. Update your job post templates to avoid using outdated language Too many organizations describe remote-first jobs yet accidentally include their old benefits language or vice versa, creating confusion for candidates. If your company hires a mix of onsite, hybrid, and/or remote roles, create separate job templates to ensure accuracy and consistency across each type of role. 3. Treat job posts like the marketing documents they are Advertise your benefits – that are consistent with the job If a job is remote, don’t reference perks specific to the office (how nice it is, the catered dinners, commuter benefits). Define benefits & perks templates for different types of roles – remote, hybrid, onsite – rather than describing all of the benefits for all roles (or no benefits at all). © Tapwage Inc 2022 27