Why location belongs in your hiring brief

Define the working arrangement precisely

“Bengaluru role” is not a complete location requirement. Share the office area, expected days on site, shift timings, and whether those expectations may change. A hybrid role with fixed office days is different from one that requires travel at short notice.

Ask about feasible commuting arrangements rather than assuming that everyone within a certain radius has the same experience. Eight kilometres can mean very different journeys depending on transport, traffic, and working hours.

Treat proximity as a conversation, not a verdict

Candidates may be happy to relocate or accept a longer commute for the right opportunity. Others may need a different schedule. Invite them to describe their preferences without collecting a precise home address before it is necessary.

Use location to establish practical alignment, not to infer commitment, social background, or capability. Where the role can be performed remotely, explain the business reason for any geographical restriction.

Resolve the details before an offer

Discuss relocation timing, office attendance, business travel, and any support the employer actually provides. Put the agreed arrangement in the appropriate hiring documentation so that an attractive conversation does not become a different job after joining.

For hiring teams, record location related withdrawals separately from skills rejections. If strong candidates repeatedly decline because of an office requirement, review whether that requirement is essential or whether the role could be redesigned.

Discuss the actual workday

For Rohan Mehta, a warehouse supervisor in Pune, the shift start time and journey to the site may matter as much as the job title. Confirm transport, shift patterns, and willingness to relocate in conversation. Location is a practical preference to discuss, not a reason to infer someone’s capability from their address.