Candidates aren’t just looking for roles – they’re looking for roles that fit.
In a world of hybrid models, regional relocations, and evolving expectations, the question isn’t just “Can I do the job?”
It’s “Can I see this working for my life?”
And increasingly, candidates are asking that before they even apply.
Here’s how to help them make informed decisions – and how that clarity benefits everyone involved.
1. Show location clearly and contextually
It’s not enough to say “Manchester” or “Remote optional.” Be specific.
Where’s the main office?
What days are expected in person?
Is hybrid truly flexible – or is it 3 days in?
Venn’s platform enables you to build this clarity into every listing – with structured data fields, editable role templates, and real-time updates across locations.
2. Use commute insights, not guesswork
Venn integrates Google Maps and mileage tools so candidates can calculate travel time from their postcode. That small detail turns “Sounds interesting” into “That could work for me.”
It also shows respect – you’re acknowledging that time, energy and logistics matter.
3. Frame flexibility as a value – not a perk
Flexibility is now a baseline expectation. But how it’s described still matters.
Instead of vague promises, use messaging that reflects how your business really works:
“Core hours between 10am and 4pm, otherwise up to you.”
“Most teams work remotely with quarterly in-person collaboration days.”
“New starters usually spend their first month in-office for onboarding.”
Fernly supports clients in shaping EVP-aligned messaging like this – clear, honest, and aligned to what candidates’ value most: autonomy and trust.
4. Let your careers site mirror reality
Candidates will go digging – and if your job ad says “flexible” but your socials show five-day office culture, they’ll move on.
Venn’s platform helps you align everything in one place: job listings, team stories, culture content. So there’s no disconnect between the expectations you set and the environment you offer.
5. Make it easy to opt in - or out
Helping candidates self-select isn’t about reducing applicants. It’s about improving fit.
The right people will lean in when the role works for their lives. The wrong ones will step back – before they waste your time or theirs.
Final thought
Setting expectations doesn’t limit your talent pool. It strengthens it.
Because the best candidates aren’t just looking for a job – they’re looking for a life that works.
And when your platform, messaging, and culture align, the right people know they’ve found it.
This blog is part of a nine-part series designed to help employers attract, engage and convert better talent.
If you'd like support applying these ideas, you can enquire directly about our core package – and build from there. That might include strategy, content, or even video and photography through our creative partners.
