Maxwell Stephens

The 3 Stages of Making a Job Offer

When you’ve been through the rigorous application and interview process, and you’ve found the perfect candidate, then it’s time to make the offer!

Stage One – Deliver the Good News


Delivering the news of a job offer is by far the best part of recruitment, however don’t be surprised if the candidate doesn’t accept immediately. It could be that they have a number of offers on the table and just need time to make their decision. That’s why the initial offer should always be made over the phone, so you can congratulate the candidate, praise them for their performance during the interview process, and leave them with a good feeling about the business. The call should also cover the following:




When making the offer you should obviously tell the candidate the salary you’re offering. If you would consider reviewing the salary following a probationary period, or after satisfactory training, let the candidate know. Also expect that the candidate may want to negotiate, this doesn’t mean they’re not interested in the position.




As well as talking money you may want to discuss the other benefits of the role, such as holiday allowance, flexible working hours or healthcare packages. If the candidate has more than one offer on the table, the promise of other benefits might sway their decision towards your business.


Stage Two – Make it Formal


Once you’ve made the offer you should quickly follow it up by putting the offer in writing. A formal offer should contain the following information:


› Candidate’s Name

› Job Title

› Date Employment Begins

› Length of Probationary Period (if relevant)


The formal offer should also include any conditions the offer is subject to and any action required by the candidate. At this stage the candidate should return a signed copy of the offer, to confirm that they accept the position. It isn’t a contract of employment, but it is a signed declaration to say they want to work for your business.


Stage Three – Checks and References


Once you have an agreement between yourself and the candidate it’s time to do all the necessary background checks:




You need to contact two of the candidate’s referees, to make sure they have a great track record and are able to do the job you’re employing them for. Create a simple form that the referee can complete to give you all the information you need.


Work Permits/Criminal Record


It’s essential you check that the candidate has the right to work in the UK, by asking them for proof (passport, birth certificate or work permit). To check criminal records you can request a disclosure from the Criminal Records Bureau, and consider any information identified carefully.


Medical Examination


When hiring a senior manager or director, you might want to consider checking general health of the candidate via a medical examination. If any of checks reveal anything worrying, discuss it with the candidate before you jump to any conclusions, then you can make an informed decision. It’s also important to not carry out any unnecessary checks, as it could leave the candidate with a negative feeling about your business and cause them to pull out at the last moment.


Once you have all the information you need, you can look forward to the candidate starting with your company! You also need to remember to inform the unsuccessful candidates, and thank them for the time they have committed to the process. If you leave them with a positive impression of your business, you leave the channels of communication open if any other positions become available in the future.


So go ahead, make that offer!

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Maxwell Stephens provide clients with a facilities recruitment UK service that will guide you through the complete process. We are always on hand to support and advise you, should you encounter a problem and endeavour to do whatever we can to rectify any concern or query that you may have.