Verbal Offer first before you send an official written offer to check they are still interested in the potential.
Content...
Job offer is a formal letter sent once you’ve found the perfect candidate to join your team.
After you have been through the recruitment process, hiring process and interview process and the best candidates have been selected. You need to make a formal job offer to see if they want the job.
Ready to dive in?
Start Your Free Trial Today
Finding the right person for the job with a potential backup plan is important if the job offer is turned down.
Job Offer Process Checklist
Formal letter offering the candidate the position.
Verbal Job Offer
Letter
Formal written job offer letter.
Pre-employment Checks
Job offer is made on the condition that the results of the pre employment checks are satisfactory.
References Professional
Only approach the candidate’s current employer with the candidate’s permission.
Reference Personal
Independent person in a respected position who knows the candidate well.
Time Scale
How long the offer remains open.
Notice Time
How much notice required by current employer.
Start Date
Date employment will start.
Job Location
Confirmation where the job will be based.
Salary
Outline basic salary. Total yearly wage.
Also if pay is weekly or monthly.
Benefits
Employee benefits, pensions, bonuses, profit-sharing, stock options.
Hours
Expected working hours and times.
Holidays
Holiday entitlement or holiday rights is time you are entitled to paid holiday.
Job Role
Job description/Job title – Description of job responsibilities.
Contract
Full time/ Part Time / Contract
Probation Period
Allows an employer to terminate an employee if not doing the job to standard.
Terms and Conditions
Any terms and conditions like Qualifications, passing exams and health checks.
Expiration Date
Time the job offer is on the table.
Frequently asked questions
Looking for more info? Here are some things we're commonly asked
Human Resources
Employees are the single biggest asset of any business. HR has a key role in supporting employees in their work life cycle and enabling them to thrive, which greatly benefits the business.
Read More: What does HR do and what are they responsible for?
Businesses must adhere to various rules and regulations that govern employment relationships. HR compliance is a company’s commitment to ensuring these standards are followed. HR is responsible for ensuring the business meets its legal obligations.
The human resources department is responsible for tracking compliance to prevent costly fines, loss of reputation, lawsuits and other penalties. For this reason, HR professionals must be aware of the different laws a business should abide by.
Read More: HR Compliance: Comply with Laws, Rules and Regulations
HR Policies are also known as Human Resource Policies. These policies and procedures are used to safeguard both employer and employee, regulate ways things are done and make sure conform with the law and clarify the rights and obligations of both parties within the employment relationship.
Read More: HR Policies and Procedures
HR Process automation is a way to standardise manual and repetitive tasks, thus enhancing efficiency. Freeing up time for more complex tasks and more employee engagement.
Give you the data to analyse your processes to make changes and improve all human resources tasks, which can then reduce cost and increase productivity.
Read More: Why Automate HR Process