--- title: "Remote vs In-Person Work: Choosing the Right Candidate Pool" description: Explore the differences between a national candidate pool vs local and how remote vs in-person work can expand your candidate pool. 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- - - [whatsapp://send?text=https://blog.axcethr.com/remote-vs-in-person-work-choosing-the-right-candidate-pool](whatsapp://send?text=https://blog.axcethr.com/remote-vs-in-person-work-choosing-the-right-candidate-pool) - [mailto:?subject=Remote%20vs%20In-Person%20Work:%20Choosing%20the%20Right%20Candidate%20Pool&body=https://blog.axcethr.com/remote-vs-in-person-work-choosing-the-right-candidate-pool](mailto:?subject=Remote%20vs%20In-Person%20Work:%20Choosing%20the%20Right%20Candidate%20Pool&body=https://blog.axcethr.com/remote-vs-in-person-work-choosing-the-right-candidate-pool) ![Mariah Collins Axcet HR Solutions Speaks on National vs Local Candidate Pool](https://blog.axcethr.com/hs-fs/hubfs/Mariah-Collins-Axcet-HR-Solutions-Speaks-on-National-vs-Local-Candidate-Pool%20(1).webp?width=1200&height=800&name=Mariah-Collins-Axcet-HR-Solutions-Speaks-on-National-vs-Local-Candidate-Pool%20(1).webp) There are countless jobs that can be carried out completely remotely. But should they be?  Years after the pandemic drove employees who could (technically) perform their roles at home out of the office, the question lingers: are we doing our jobs just as well from home? And if we are, should we continue to work remotely when it serves us? Should we hire workers with the understanding that they’ll work remotely—perhaps indefinitely?  One of the most frequently asked internal hiring questions of the decade, from 2020 onward, will likely be: “Should we recruit a remote candidate for this role?” There are countless pros to recruiting a remote candidate. Most obviously, your candidate pool is widened exponentially when you do so. But what are you giving up, and where is the balance?  In this article, we’ll explore these questions, with a focus on how you might consider your own organization’s remote capabilities in order to widen your candidate pool for a necessary hire.  [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/904b1a37-5804-45b3-a43a-edb319da641a.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/904b1a37-5804-45b3-a43a-edb319da641a) ## Does Recruiting Remote Workers Widen Your Candidate Pool?  Generally speaking, yes, recruiting remote workers widens your candidate pool—often exponentially. According to Forbes Magazine, “companies that are willing to look further” for their next hire “open themselves up to a much larger talent pool.” A wider candidate pool almost certainly leads to an increased quality of candidates, too. As Forbes puts it, recruiting remotely “means you can expect more qualified candidates with sufficient training and experience.”  RELATED: [Remote Work Best Practices for Improved Productivity & Mental Health >>](https://blog.axcethr.com/remote-work-best-practices-productivity-mental-health)  ## The Benefits of Recruiting from a National Candidate Pool vs Local - ### You’ll strengthen your diversity, equity and inclusion efforts If you’re struggling to expand your DEI initiatives while hiring in your local market, recruiting remote workers from across the country could be a great way to refresh. It’s one of the many pros of tapping into the national candidate pool vs local candidate pool: you’ll truly gain new perspectives and skills from far and wide.  - ### You’ll grow the potential to expand business to new areas Especially if you’re planning to hire within the account/relationship management functions, one of the major appeals of hiring remote workers is the ability to gain a larger geographic reach without establishing a new office in every market.  - ### You’ll widen your candidate pool A recent study from USA Today shows that [42% of office workers “would take a 10% pay cut” in exchange for the option to work remotely](https://www.businessnewsdaily.com/8311-remote-work-is-commonplace.html).  - ### Your employees may be happier ... and in turn, more likely to carry out longer tenures with your organization.   According to a recent [McKinsey & Co. study](https://www.mckinsey.com/industries/real-estate/our-insights/americans-are-embracing-flexible-work-and-they-want-more-of-it), the ability to work from home was job seekers’ third-biggest motivator for searching for a new job, ahead only of “greater pay or better hours” and “better career opportunities.” The study showed that, for workers, remote capabilities were valued ahead of health insurance, predictable working hours, and an organization’s sustainability scores. RELATED: [Managing Remote Employees >>](https://blog.axcethr.com/managing-remote-employees)  ## **National Candidate Pool vs Local** The main difference between a national candidate pool vs local hiring is the geographical reach. A national candidate pool opens up opportunities to find talent across the country, offering a diverse range of skills and perspectives, while local hiring targets individuals within a specific region, often facilitating in-person team dynamics." ## Addressing the Concerns Surrounding Remote vs In Person Work  When it comes to hiring for remote vs in person work, you might be convinced of the benefits. It can be tough, however, to get the rest of your organization’s leadership on board. According to the [Society for Human Resources Management](https://www.shrm.org/topics-tools/news/employee-relations/productive-remote-onsite-employees),  “Although numerous studies have shown that employees are often more productive when they have the option to work remotely, more than three-quarters of the leaders [surveyed by Microsoft](https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work-is-just-work) remain skeptical, a phenomenon that the researchers dubbed productivity paranoia."  But the statistics on the viability of remote recruiting are clear. If you’re looking for data-driven support for remote vs in person work, consider the following:  - ### Happier employees According to a [USA Today Blueprint poll](https://www.usatoday.com/money/blueprint/business/hr-payroll/remote-work-statistics/#sources), employees love the benefits of remote working. Fifty-nine percent of workers believe they have better work-life balance, 55% say they save time not commuting to work and 40% say they’ve reduced their stress or burn-out.  - ### Higher productivity An [Upwork study](https://www.upwork.com/press/releases/the-future-of-remote-work) found that far more hiring managers saw increased productivity in their remote workers rather than decreased productivity, and over half of hiring managers believe that the transition to remote work has “gone better than expected,” while only one in ten believe it has been worse.  - ### Costs savings According to the [US Career Institute](https://www.uscareerinstitute.edu/blog/50-eye-opening-remote-work-statistics-for-2024), “companies can save up to $10,600 per employee that works remotely.” Savings come from all angles, including the lower costs of office rent, utilities and in-office perks like coffee and snacks, reduced wear on office fixtures and furniture, reduced use of in-office supplies, lower parking and commuter reimbursements, and more.  [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/b718f6ca-2f95-4ce6-8fb0-899209a6821c.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/b718f6ca-2f95-4ce6-8fb0-899209a6821c) ## Deciding on a National Candidate Pool vs Local: You Can Always Recruit from Both  While many companies are open to hiring a remote worker if the candidate is the perfect fit, it’s not uncommon to retain a preference for an employee who can come into the office, at least part of the time. If you have concerns about wanting to attract local workers as well, you can absolutely recruit in a dual way—for example—by creating one job posting using “remote” or “United States” as the listed location, and another using on or more of your in-person hubs as the listed location. Once you receive candidate resumes from both postings, you can compare and contrast the options you have at hand.  RELATED: [Remote Work: Four Key HR Compliance Concerns >>](https://blog.axcethr.com/remote-work-four-key-hr-compliance-concerns)  ## [![overwhelmed with HR? Contact Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-190102305567.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLJ9iU4k9ok%2B8wVy5sGDNDprtvDfyB7AFq7PenxH5Qj6KN6Oy3cKb6jnLtvV9ObnJU7N1PKprOVyxPUWeOxVAEpqb2IoD1yI56FFiiwAYnccrQDYw7y5Sc2gIHOPuoo3BwzKIUpQuRUp6a7mC5imANyioL9aAoRR0OfUFRau5N3pSsZxoGT0%2BlygS50pZ97n%2BQ%3D&webInteractiveContentId=190102305567&portalId=2652187) ## Overcoming Payroll and HR Compliance Challenges When Hiring National vs Local Candidates There are so many benefits of tapping into the national candidate pool vs local candidate pool—too many to let concerns over payroll administration and [HR compliance](https://www.axcethr.com/services/human-resources/hr-compliance-services/) slow you down. If you’re considering switching to remote vs in person work, Axcet HR Solutions is here to help you make the transition a smooth one.  How can we help you expand your candidate pool? It’d be easier to list the ways we couldn’t. From our advanced nationwide recruiting capabilities, to our comprehensive payroll administration assistance, to our talented team of HR compliance experts, we exist to help small businesses succeed. When it comes to HR, Axcet has you covered. [Schedule a consultation](https://www.axcethr.com/schedule-consultation/) with us today to learn more.  [![Follow Axcet HR Solutions on Facebook](https://no-cache.hubspot.com/cta/default/2652187/interactive-178216580776.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJrxKtt1tOKADIJwm3Ov1WQnZgZe3TEN8wSItBPT2HJ%2FSk1aqsmzwTWb09hgitLQL%2F%2Btt9wysIrXxOnT5VqKLnWqlSQg3SkjOeNdChEzoMn1wyqjlYtJuzNnJq5jhFMvD4UV%2BeuNquIsBaRu4ZNg%2BLoY2g%2FdVMXRdK2eGnxvNYxLdkj&webInteractiveContentId=178216580776&portalId=2652187) [![Mariah Collins, SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Mariah_DSC6768-Edit.jpg?width=80&height=80&name=Mariah_DSC6768-Edit.jpg)](https://blog.axcethr.com/author/mariah-collins) Written by #### [Mariah Collins, SHRM-SCP](https://blog.axcethr.com/author/mariah-collins) Mariah Collins, SHRM-SCP, is a Human Resources Consultant at Axcet HR Solutions, specializing in people management, process improvement, and project management. With a strong background in payroll, benefits, and employee relations, she brings over four years of experience in providing HR solutions to small businesses. Mariah holds a Bachelor of Business Administration in Human Resources from Emporia State University and is known for her expertise in helping businesses streamline HR processes while ensuring compliance. Her contributions to the Axcet blog reflect her deep understanding of HR challenges and her commitment to supporting small business owners. Read more [View all posts →](https://blog.axcethr.com/author/mariah-collins) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services recruitment & retention](https://www.axcethr.com/services/human-resources/recruitment-and-retention/) #### [Small Business Guide to Accidental Death and Dismemberment Insurance ![Mariah Collins discusses accidental death and dismemberment insurance for small businesses](https://blog.axcethr.com/hubfs/accidental-death-and-dismemberment-insurance-_1_%20(1).webp)](https://blog.axcethr.com/accidental-death-and-dismemberment-insurance) #### [![Axcet HR Solutions' HR Consultant Jenny Barnes Discusses How to Prevent Conflict at Work](https://blog.axcethr.com/hubfs/Axcet_s-HR-Consultant-Jenny-Barnes-on-How-to-Prevent-Conflict-at-Work%20(1).webp) Preventing Conflict at Work: Expert Strategies for Harmony](https://blog.axcethr.com/conflict-at-work-8-proven-strategies-to-prevent-disputes) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateModified" : "2025-05-22T17:50:20.067Z", "datePublished" : "2024-09-18T16:12:06.000Z", "headline" : "Remote vs In-Person Work: Choosing the Right Candidate Pool", "image" : [ "https://blog.axcethr.com/hubfs/Mariah-Collins-Axcet-HR-Solutions-Explains-National-vs-Local-Candidate-Pool-and-Remote-vs-In-House%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/remote-vs-in-person-work-choosing-the-right-candidate-pool", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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But should they be? Years after the pandemic drove employees who could (technically) perform their roles at home out of the office, the question lingers: are we doing our jobs just as well from home? And if we are, should we continue to work remotely when it serves us? Should we hire workers with the understanding that they’ll work remotely—perhaps indefinitely? One of the most frequently asked internal hiring questions of the decade, from 2020 onward, will likely be: “Should we recruit a remote candidate for this role?” There are countless pros to recruiting a remote candidate. Most obviously, your candidate pool is widened exponentially when you do so. But what are you giving up, and where is the balance? In this article, we’ll explore these questions, with a focus on how you might consider your own organization’s remote capabilities in order to widen your candidate pool for a necessary hire. Does Recruiting Remote Workers Widen Your Candidate Pool? Generally speaking, yes, recruiting remote workers widens your candidate pool—often exponentially. According to Forbes Magazine, “companies that are willing to look further” for their next hire “open themselves up to a much larger talent pool.” A wider candidate pool almost certainly leads to an increased quality of candidates, too. As Forbes puts it, recruiting remotely “means you can expect more qualified candidates with sufficient training and experience.” RELATED: Remote Work Best Practices for Improved Productivity & Mental Health >> The Benefits of Recruiting from a National Candidate Pool vs Local You’ll strengthen your diversity, equity and inclusion efforts If you’re struggling to expand your DEI initiatives while hiring in your local market, recruiting remote workers from across the country could be a great way to refresh. It’s one of the many pros of tapping into the national candidate pool vs local candidate pool: you’ll truly gain new perspectives and skills from far and wide. You’ll grow the potential to expand business to new areas Especially if you’re planning to hire within the account/relationship management functions, one of the major appeals of hiring remote workers is the ability to gain a larger geographic reach without establishing a new office in every market. You’ll widen your candidate pool A recent study from USA Today shows that 42% of office workers “would take a 10% pay cut” in exchange for the option to work remotely. Your employees may be happier ... and in turn, more likely to carry out longer tenures with your organization. According to a recent McKinsey & Co. study, the ability to work from home was job seekers’ third-biggest motivator for searching for a new job, ahead only of “greater pay or better hours” and “better career opportunities.” The study showed that, for workers, remote capabilities were valued ahead of health insurance, predictable working hours, and an organization’s sustainability scores. RELATED: Managing Remote Employees >> National Candidate Pool vs Local The main difference between a national candidate pool vs local hiring is the geographical reach. A national candidate pool opens up opportunities to find talent across the country, offering a diverse range of skills and perspectives, while local hiring targets individuals within a specific region, often facilitating in-person team dynamics." Addressing the Concerns Surrounding Remote vs In Person Work When it comes to hiring for remote vs in person work, you might be convinced of the benefits. It can be tough, however, to get the rest of your organization’s leadership on board. According to the Society for Human Resources Management, “Although numerous studies have shown that employees are often more productive when they have the option to work remotely, more than three-quarters of the leaders surveyed by Microsoft remain skeptical, a phenomenon that the researchers dubbed productivity paranoia." But the statistics on the viability of remote recruiting are clear. If you’re looking for data-driven support for remote vs in person work, consider the following: Happier employees According to a USA Today Blueprint poll, employees love the benefits of remote working. Fifty-nine percent of workers believe they have better work-life balance, 55% say they save time not commuting to work and 40% say they’ve reduced their stress or burn-out. Higher productivity An Upwork study found that far more hiring managers saw increased productivity in their remote workers rather than decreased productivity, and over half of hiring managers believe that the transition to remote work has “gone better than expected,” while only one in ten believe it has been worse. Costs savings According to the US Career Institute, “companies can save up to $10,600 per employee that works remotely.” Savings come from all angles, including the lower costs of office rent, utilities and in-office perks like coffee and snacks, reduced wear on office fixtures and furniture, reduced use of in-office supplies, lower parking and commuter reimbursements, and more. Deciding on a National Candidate Pool vs Local: You Can Always Recruit from Both While many companies are open to hiring a remote worker if the candidate is the perfect fit, it’s not uncommon to retain a preference for an employee who can come into the office, at least part of the time. If you have concerns about wanting to attract local workers as well, you can absolutely recruit in a dual way—for example—by creating one job posting using “remote” or “United States” as the listed location, and another using on or more of your in-person hubs as the listed location. Once you receive candidate resumes from both postings, you can compare and contrast the options you have at hand. RELATED: Remote Work: Four Key HR Compliance Concerns >> Overcoming Payroll and HR Compliance Challenges When Hiring National vs Local Candidates There are so many benefits of tapping into the national candidate pool vs local candidate pool—too many to let concerns over payroll administration and HR compliance slow you down. If you’re considering switching to remote vs in person work, Axcet HR Solutions is here to help you make the transition a smooth one. How can we help you expand your candidate pool? It’d be easier to list the ways we couldn’t. From our advanced nationwide recruiting capabilities, to our comprehensive payroll administration assistance, to our talented team of HR compliance experts, we exist to help small businesses succeed. When it comes to HR, Axcet has you covered. Schedule a consultation with us today to learn more.", "author" : { "@id" : "https://blog.axcethr.com/author/mariah-collins#author", "@type" : "Person", "name" : "Mariah Collins, SHRM-SCP", "url" : "https://blog.axcethr.com/author/mariah-collins" }, "dateCreated" : "2024-09-18", "dateModified" : "2025-05-22", "datePublished" : "2024-09-18", "description" : "There are countless jobs that can be carried out completely remotely. But should they be? Years after the pandemic drove employees who could (technically) perform their roles at home out of the office, the question lingers: are we doing our jobs just as well from home? 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