When you have decided on the candidate who you want to offer the role to, its important to carry out the next steps and make sure that you have your “ducks in a row” before calling the candidate and giving them the good news. It is a good idea to make the initial offer by telephone as it speeds up the process and gives a more personal touch.
Things to consider when making the call (and be ready to answer):
1. What salary are you going to offer; if there is a budget, what is the maximum figure you have in mind.
2. Your ideal start date.
3. The type of contract; permanent, zero hours, casual etc.
4. The job title and description. You should have these already prepared as these are what you have based your interviews on. However, sometimes you may be offering the candidate a role that is not be the one you interviewed them for. You may have even created the role specifically for the candidate.
5. Where will the employee be based? Now we are looking at more home-based roles, will their workplace be a mix of home and office? If so, do you need to stipulate how many days per week/month they work at the office?
6. Is the role full-time or part-time? What hours will they be working? Will it be shift work?
7. Who will be their line manager/who will they report to?
8. What is their annual leave entitlement? Are there any stipulations? For example, will they be unable to take annual leave during certain busy peak periods of the year? Does some of their annual leave have to be used over the Christmas period due to the company's shut down?
9. Will they be entitled to any bonuses or benefits, for example healthcare, company car etc?
10. Are there any career prospects that may help you “sell” the job offer?
11. Ensure, during your telephone call, that you explain the job offer is conditional (on references, proof of right to work in the UK etc).
12. Give a deadline as to when you would like to hear back from the candidate with an acceptance or rejection. You don’t want to leave this too long as there may be a second or third option candidate to offer the job to.
13. And finally state that if they have any questions in the meantime to not hesitate to get back to you.
Other points to note:
• Make a detailed note of your conversation.
• When the candidate has accepted the role, ensure you are using the most up to date copy of your company’s job offer letter and contract and specify any conditions in the job offer.
• Conditions could include proof of right to work in the UK, security checks (for example a DBS), or positive employment and personal references. With regard to references, you need to request these as soon as possible.
• And notify the unsuccessful candidates as soon as possible.
I do hope these tips help. See my other blogs for advice on interviews, inductions and probationary periods.
Any questions or advice required, please give me a call on 07969 433590 or email me at louise@taylormadeservices.org.uk
22 June 2021