In this edition of Q&A With Jane, our resident HR advisor Jane Harper tackles a growing trend that’s catching hiring teams off guard: new hires agreeing to in-office roles, only to declare, often on DAY ONE, that they’ll be working from home. Jane shares expert advice on how to address this post-pandemic pivot politely but firmly, and how HR professionals can set the record straight during the interview process.
Dear Jane,
I work in HR at a mid-sized fintech company and have noticed a frustrating pattern. Many candidate we’ve interviewed lately accept full-time, in-office positions only to tell us that they prefer working from home. Some even act as though it was always the deal! It’s becoming more common, and it not only time-consuming for us, but also creates chaos for managers. We’re not against flexibility, but these last-minute curveballs feel like bait-and-switch. How do we navigate this growing trend where candidate only wants remote work?
Sarah,
A Bewildered HR
Image: Pexels
Dear Sarah,
Ah, the ol’ “I’ll just be working from home now, thanks” move is slicker than a greased doorknob and just as hard to catch in time.
What you’re experiencing is now a global problem. Across industries, HR professionals are bumping into candidates who agree to in-office terms during recruitment, only to pivot later. Why? A mix of candidate desperation, more than just wishful thinking, and the post-pandemic shift where remote work is seen less as a perk and more as a right.
While preferences are fair, misrepresenting intentions? Not so much.
What to do when candidate only wants remote work?
Jobs are becoming harder to fill these days because candidates do not want to work on site. Why get dressed up, spend money on gas, sit in traffic and deal with colleagues you may or may not like? Here are a few tips on what to do when candidates only want work from home jobs.
Prevention is better than a policy rewrite
You can tighten your preboarding process. If a job is onsite, state it clearly at every touchpoint. You may do this on job posting, recruiter calls, interviews, offer letters, and not just once, but repeatedly. Use phrases like:
“This is a full-time, in-office role based in New York. We’re looking for someone who can be present at the office Monday through Friday.”
And during interviews, go a step further. Don’t just ask, “Are you okay with working onsite?”. Instead, say:
“I want to be completely transparent that this is not a remote or hybrid role. We expect you to be physically present in the office. Is that something you’re fully comfortable with?”
If they hedge, even slightly, there’s your cue to dig deeper.
Add it to your offer letter
Now, this may sound like HR 101, but it’s surprising how many companies fail to memorialize the work arrangement in writing. Add a sentence like:
“This role is based out of New York and requires the employee to work from the office during regular business hours. Remote work is not permitted expect under exceptional circumstances.”
That way, if someone pulls a fast one on Day One, you have proper documentation to stand on.
Call out the elephant in the room
If a new hire shows up (virtually) and claims they’re working from home despite agreeing to an in-office job, don’t let it slide into awkward silence. Nip it in the bud with professionalism and poise:
“It sounds like there has been some miscommunication. Let’s revisit the terms of your offer. It clearly stated this was an in-office role. Is there something new that’s come up since you accepted the officer?”
Build a playbook for managers
Your managers are probably feeling just as blindsided. Help them out with a short script they can use when a team member springs a surprise:
“We hired you with the understanding that you’d be working onsite. If your situation has changed, let’s discuss formally, but please understand this role was never remote.”
Sometimes it’s better to over-communicate than to be undercut.
When it’s time to walk away
A lot of times, no matter how many breadcrumbs you lay, a candidate is going to find their way back to remote work dreams. If they refuse to report onsite despite agreeing, that’s not a flexibility issue, it’s a compliance and trust issue.
In such cases, it’s okay to rescind the offer or part ways during probation. It may sting, but a clean break beats months of resistance and empty chairs.
Clarify your work culture
All this may be pointing to a deeper need: redefining your EVP (Employee Value Proposition). If your culture is truly in-office and collaborative, lean into that. Celebrate it in your branding. Share what makes being onsite at your company engaging, meaningful, or fun.
Because let’s face it: the war for talent isn’t about who pays the most, it’s about who’s honest, who follows through, and who respects your time.
In short: A good hire is about alignment, and not just on skills and culture, but on logistics. Candidates who respect your terms will stick around. Those who don’t? Well, you dodged a red-flagged bullet wrapped in Zoom pajamas.
Until next time,
Jane
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