--- title: Artisan Talent - Return to Office? Here’s How to Hire Candidates Who Want to Be There description: "- Recruiting for in-office or hybrid roles? Learn how to attract and hire top talent who value collaboration, culture fit, and showing up in real life." image: https://creative.artisantalent.com/hubfs/InHouse_Recruiting.gif --- ![In-Office vs. Remote: Aligning Your Hiring Strategy with Business Needs](https://creative.artisantalent.com/hs-fs/hubfs/InHouse_Recruiting.gif?width=380&name=InHouse_Recruiting.gif) May 6, 2025 # Return to Office? Here’s How to Hire Candidates Who Want to Be There The workplace may have changed forever—but that doesn’t mean *every* job can be done from home. While remote work is certainly here to stay, [about 70% of companies](https://archieapp.co/blog/return-to-office-statistics/#:~:text=recent%20RTO%20statistics-,Key%20return%2Dto%2Doffice%20statistics%20and%20trends,cut%20to%20keep%20working%20remotely.) have begun implementing return-to-office policies,  either [hybrid or full-time](https://creative.artisantalent.com/wfh-or-rto). If yours is one of them, you’re not alone—and the company isn't inherently wrong for the decision (despite what the loudest voices on LinkedIn might say). In fact, for many teams,  especially in the creative industry,  in-person collaboration is a cultural cornerstone. The challenge? [Recruiting top talent](https://creative.artisantalent.com/candidate-driven-market) who not only accept but *value* the in-office experience. Here’s how to make that happen. ### 1. Start with a clear, honest, and location-specific job description If you want to attract qualified candidates who are genuinely open to in-person work, you need to set expectations early—and clearly. Location-specific job postings help your open roles appear in search results for candidates looking for on-site, hybrid, or in-office jobs in your area. In your [job description](https://creative.artisantalent.com/job-description-red-flags), specify: - How often employees are expected in the office (e.g., 3 days/week, full-time, flexible hybrid) - Whether your team follows a set in-office schedule or offers flexibility - What kind of collaboration happens in person (standups, creative briefs, brainstorms) - In-office perks, cultural rituals, or [benefits](https://creative.artisantalent.com/2021-employee-benefits) that reinforce why being there matters Transparency here doesn’t just improve your candidate pool—it also saves time for you, your recruiters, and your applicants. The bottom line is that you’re [communicating in-office ](https://creative.artisantalent.com/questions-to-consider-before-hiring)[requirements ](https://creative.artisantalent.com/questions-to-consider-before-hiring)upfront so that you’re attracting *only* interested applicants, avoiding wasted time for applicants, recruiters, and [hiring managers](https://creative.artisantalent.com/managing-applications). ### 2. Make in-person interviews a strategic step, not a formality Yes, remote hiring taught us that [Zoom interviews](https://creative.artisantalent.com/remote-interview-questions) can be efficient. But in-office hybrid or full-time jobs require a slightly different skill set. When you're hiring for an in-person or hybrid role, it’s critical to observe how candidates show up—in real life. We recommend a phased interview process: - **Start with a screening call** led by a recruiter or HR. - **Follow up with a video chat** so your hiring manager can assess communication and culture cues. - **Finish with an [in-person interview](https://creative.artisantalent.com/22-tips-for-a-better-in-person-interview)** that brings them into your office environment. This is your chance to evaluate comfort level, interpersonal energy, and team chemistry—not just credentials. Bonus: That final round isn’t just about evaluating them—it’s a mutual test drive. Candidates can [get comfortable within the office environment](https://creative.artisantalent.com/prep-for-rto) and meet more people on the team, and the hiring manager can see if the two are compatible. It allows them to get a real sense of your space, team dynamic, and whether they can picture themselves thriving there. ### 3. Ask probing questions about…  - Culture Fit Before you begin interviews, read up on [how to hire for company culture fit](https://creative.artisantalent.com/culture-fit). Develop key interview questions that will elicit behavioral responses from your candidates based on your team and [company culture](https://creative.artisantalent.com/what-is-culture-fit). These will often be [behavioral questions](https://creative.artisantalent.com/5-unique-interview-questions) aligned with your team's existing values like: - - “Tell me about a time you co-led a creative project with multiple stakeholders.” - “How do you handle real-time feedback in a fast-paced environment?” You’re not just listening for the answer. Whether you're hiring an on-site graphic designer role or a hybrid creative project manager,  you’re looking for signs that they *want* to be part of something collaborative. Be sure to ask the same questions of all candidates and weigh your options to find the best culture fit. - Communication Style Remote workers can get away with being solo self-starters who simply get the job done. In-office success hinges on [strong interpersonal skills](https://creative.artisantalent.com/improve-communication). Throughout your [interview process](https://creative.artisantalent.com/simplify-your-interview-process), observe how they: - - Respond to group dynamics - Follow up via email or recap meetings If the role includes client presentations or cross-functional leadership, consider adding a live [portfolio](https://creative.artisantalent.com/portfolio-red-flags) or [case study](https://creative.artisantalent.com/case-study-projects-portfolio) presentation to the interview. If you’re filling a hybrid or in-person management role, ask questions about how they prefer to manage teams.  - Adaptability and Emotional Intelligence Soft skills like [adaptability](https://creative.artisantalent.com/teachable-talent), flexibility, quick collaboration, and [emotional intelligence](https://creative.artisantalent.com/5-ways-to-lead-with-empathy) should also be assessed through interviews. For a [soft skills assessment](https://creative.artisantalent.com/soft-skills-ai-job-market), ask candidates to share examples of how they: - - Handled a difficult feedback conversation - Supported a colleague in a crunch - Navigated conflict in a creative brainstorm - Approach mentoring others - Iterate on a creative project These insights are even more important if the candidate hasn’t worked in the office before. The goal isn’t to disqualify them—it’s to gauge how they’ll adjust and thrive. --- ### Don’t Apologize for Wanting In-Person Talent It’s easy to feel like remote-first is the default,  but it’s not one-size-fits-all. In-person teams offer real advantages: faster collaboration, spontaneous creativity, and deeper connection. The right candidates will understand, and appreciate, that. If you're looking to recruit in-office talent for your creative or hybrid team, **Artisan Talent** is here to help. From crafting compelling job descriptions to building custom hiring strategies, we specialize in matching you with professionals who want to be in the room where it happens. Ready to hire in-person talent who actually wants to show up? 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