How Should I Extend a Job Offer?
After identifying all terms and conditions of employment, articulate verbally the job offer to a prospective employee. Allow the prospective employee to ask questions about the job and the job offer.
An employer should send a written offer letter as soon as it communicates a verbal job offer to a prospective employee. The written offer should set forth and reiterate all the key aspects of the verbal job offer as communicated to the prospective employee. Offer letters should be clear, unambiguous and concise.
An employer should consider including language that welcomes the employee into the organization and sets the tone of the employment relationship. It is important for new employees to know they are part of a team and that their contributions are valued. Employees who feel they share the values of the employer are likely to be more loyal, productive and compliant with the employer's policies and procedures.
A conditional employment offer should make clear that only candidates who successfully complete and pass the other phases of the hiring process will become eligible for employment. However, an employer should keep in mind that the conditions must relate to the employer's particular business needs and should not be discriminatory or otherwise violate state or federal laws.
Any information regarding bonuses and incentives must be compliant with the employer's policy and applicable tax laws. In addition, the employer should ensure that it does not present such information in a way that could alter the at-will employment relationship (if applicable).
An employer must also ensure that any benefits offered are consistent with company policy and applicable federal, state and local laws.
An employer that requires a prospective employee to pass any background checks should review federal, state and local law requirements and limitations with regard to conducting the checks, notification requirements and using such information in a hiring decision.
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