Making a job offer
Job opening signed off. Job description written. Interviews complete. Candidate found. What’s next? You will need to make sure you have a procedure in place to get the person into the job as smoothly as possible.
Let the candidate know
This is obvious, right? But there are a couple of things to make sure you protect yourself. Make the offer over the phone in the first instance, it’s polite, exciting and more personal. Follow up with an official offer via email. They may have other offers so the more personable you make the contact the better.
If the salary hasn’t already been negotiated, this is the best time to do this. Once done, send the terms to the candidate. These should include; name, job title, start date, probation period length, conditions, and any actions the candidate needs to complete. Get the candidate to sign the contract and return it to make sure both sides are covered moving forwards.
Checks and references
Doing thorough checks is vital to make sure that the person you interviewed is the person you are going to get as an employee. Most of the time you will be fine, however, there will always be the odd candidate who doesn’t tell the whole truth.
- Criminal record – This isn’t always required but some employers might want to check if there are dealings surrounding children, vulnerable people or valuables such as jewellery or cash. It’s always best to tell candidates you will be doing a criminal record check in the job specification or at first contact.
- Work permit – As an employer, you must check that people are eligible to work in the UK. There are heavy fines for companies that end up employing illegal workers – whether you meant to or not.
- References – Contacting two or more of the previous employers is a great way of asking questions about how the candidate works and if they’ll fit with the company. It also tells you that they actually worked where they said they have. A lot of candidates will omit the references from their CVs worrying that potential employers will contact their current employers too soon so you may need to ask for them separately.
- Medical tests – These are more difficult and expensive to administer, but drugs testing can be done if required, however, they must be done on all employees, not just one. Don’t discriminate.
Remember, all checks should be for a specific purpose and necessary. They should only be carried out on the applicant who has been offered the job and started as soon as possible. It’s also wide to make it part of the contract agreement that they must pass the checks to get the job.
Try and use the most reputable source of information as possible. There is a lot of bad and outdated information out on the internet and sifting through it is difficult, so be careful. Finding something wrong with the checks can be frustrating, but double check everything and then give the candidate the chance to tell you their side of the story – it could be a misunderstanding.
Letting the other candidates know
Again obvious, but you need to let the other candidates know they didn’t get the role. It might take a while but giving personal feedback will make sure you part on good terms rather than bad. Leaving on good terms can mean a good candidate might come for another role in the future. Honesty really is the best policy!