Remote, Hybrid, On-site – oh my!

This new world of work is certainly proving to be a challenge for Applicant Tracking Systems, for Job Descriptions, and most of all, for candidates to understand. 

 While it would be helpful to have standard definitions for Remote, Hybrid, and On-site, my experience has shown that each organization has nuances in how they use the terms. As a result, many organizations are not clear about their meaning, and candidates end up frustrated or confused.

 Defining exactly what Remote, Hybrid and On-site mean is critical for today’s job seekers.

- Remote: Define what Remote means to your organization. Is it “work anywhere?" Or, do you need the person to be within driving distance for occasional meetings?
- Hybrid: Define what Hybrid means to your organization. Is it 4 days per week at home or 1?  Do the days vary as the employee needs them, or are there set “in office” days? 
- On-site: There are variations in how organizations are using this term. Is it all hours/shifts on-site at the office? Or is there some flexibility on certain days and times?

Once you have the definitions down, make sure the information is clear for candidates.

1 - Make sure the definitions are clearly stated on your website – and in your job postings. When posting a job, do you have to include a location, or are you able to include a qualifier? Look for ways to convey information across the different channels available to candidates. 

2 - Review your job descriptions to ensure they accurately reflect where the work is done. Many I have looked at are in conflict because of all the changes in recent years. (For example: the job posting says "remote," but the worksite in the job posting says "office."  Candidates are left to wonder, which is it? And it could stop them from applying.)

 Be clear – and consistent – in your definitions, and your candidates will thank you!  

 What other definitions have you seen that need some refreshing in this new world of work?