Hiring is always difficult whether it’s sourcing candidates, creating job ads, sponsoring your ad, deciding which candidate is the right fit, or training your new hires. Are the job boards enough? How do I know what type of candidate I am looking for? What background do my candidates need? Where should my candidates be coming from? There are many questions when it comes to hiring, especially in the insurance industry, but let’s talk about some tips to make sure you’re setting yourself up to find the candidates you’re looking for.
Why Am I Getting Candidates from Out of State?
If you're receiving applications from candidates outside your area, it's likely due to how your job ad is tagged on the job boards. Remote work options and filters can significantly impact who sees your posting.
Understanding Remote Work Tags
When setting up your job ad, you’ll choose from one of the following options. Here’s what each means and how it affects candidate visibility:
Fully Remote
The job is 100% remote with no in-office expectation. Your location will not appear, and candidates across the country will see the ad.
Hybrid Remote
You expect occasional in-office visits but allow remote work. The ad will show your state (not exact city), making it more visible statewide but less specific to your immediate area.
None
The role is fully in-office. Your city and zip code will appear, and candidates can choose how far they’re willing to commute. Use this if you need someone local.
Why Am I Still Receiving Out-of-State Applicants for an In-Office Role?
If your job ad is set to "In Office" but you're still seeing candidates from outside your local area, there are a few potential reasons:
Check for Remote-Related Language: Review your job description carefully for any wording such as “remote,” “work from home,” or similar phrases. Job boards often use automated systems to scan job ads for keywords, and if these terms are detected, your listing may be tagged incorrectly which can result in broader visibility beyond your intended location.
Candidate Intent: If your ad doesn’t include any remote-related language and is properly tagged, it’s still possible that out-of-state applicants are applying intentionally. They may be planning to relocate or are open to moving for the right opportunity. In these cases, the best way to confirm their intent is simple: reach out and ask. A quick phone call can help clarify whether they’re a viable candidate for your in-office role.
Best Practices
Before choosing your remote tag, define exactly what you're looking for. Consider experience, licensing, and whether in-person presence is required. If you're open to flexibility, mention it in the benefits section and job description rather than tagging the job as remote.
If you're targeting a specific type of candidate or skillset, offering a fully remote option may widen your reach and reduce time to hire. However, if in-office presence is essential, be clear and specific about that in your ad.
If you have any questions regarding this information, please don't hesitate to contact us; we're here to help.