Once you’ve chosen the successful candidate it is important to make sure you get the job offer letter/email right. You can offer an employee the job during the interview or via a phone call however, even if this is the case it is a good idea to follow it up with a formal offer to insure you have a formal written confirmation to avoid any confusion on the conditions of the employment.
- Be clear on exactly what you’re offering– although you would have already discussed it in the job interview it’s important to restate the job role, start date, salary & summary of benefits/ perks clearly to avoid any possible confusion.
- Provide them with all the relevant documents – You don’t have to do this with the job offer but it is good practice to include contract of employment and staff handbook. As of 6 April 2020 a new legislation known as The Employment Rights (Employment Particulars and Paid Annual Leave) (Amendment) Regulations 2018 will come into effect which will require employers to provide a written statement of employment to all new employees from their first day of employment, this entitlement will also be extended to workers under the new legislation. As it currently stands employees have two months from the start date to issue it and there is no entitlement for workers to receive one.
- Is the job offer conditional? – If the employment is conditional on references, passing a background check or drugs test etc be clear on this.
- Don’t forget contact details – include any contact details of who to contact to accept the job, if they have and questions and also who they should report to on their first day.