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Dear Colleagues,
Welcome to the last installment of our continuing series on
how to hire a new employee.
In this edition of HR Smalltalk, we’ll discuss how to
make the employment offer. Now that you have the right
candidate selected, the last step in the process to
make an offer that will attract the candidate to join your company.
For more information, feel free to contact us at 604.688.3879.
Warm regards,
Cissy
Pau
Clear
HR Consulting
PUT YOUR MONEY WHERE YOUR MOUTH IS - MAKING THE EMPLOYMENT
OFFER.
You have diligently followed the steps to hiring an employee:
- You created a hiring road map – the job description.
- You advertised in the right places to attract good
applicants.
- You objectively screened all the applications received.
- You conducted a thorough, relevant, objective job
interview with each candidate.
- You evaluated all interview candidates and have selected
the best one.
You are now ready to make an employment offer.
In determining what
to offer, you must:
- Determine the pay rate
- Determine benefits, if any, that you will offer (e.g.
medical, dental, life insurance, etc.)
- Identify other aspects of compensation (e.g. bonus,
vacation time, etc.)
After considering all of these factors, prepare a written
letter of offer. A written offer is important to ensure that
the candidate is aware of the terms and conditions of
employment. It ensures that there is no room for
interpretation, and prevents misunderstandings from occurring.
Any questions that arise will be dealt with prior to the start
of employment.
Common components of an offer letter are:
- Position title
- Basic duties & responsibilities
- Start date
- Compensation, including rate of pay & overtime
considerations
- Bonus system, if any
- Work hours
- Probationary period
- Benefits & insurance
- Vacation entitlement
- Statutory holidays
Depending on the relevance to the position, other components
that can be included are:
- Applicable policies and procedures
- Confidentiality agreement
- Termination agreement
- Restrictions should employment end
The next steps are:
- Call the candidate to make the offer and provide them with
a reasonable time frame to consider their decision.
- Follow-up with the written offer.
- Should the candidate make a counter-offer – be prepared to
discuss the counter and adjust the terms and conditions as you
are comfortable. Know your budget restrictions and consider
what is currently in place for other employees in your company
and in the industry.
- Reach an agreement on the terms and conditions of the
offer.
- Agree on a start date.
- Start an employee file to keep all the records and
documents for the employee.
- Prepare for your new employee’s orientation to your
company.
If all goes according to plan, your new employee will come on
board as soon as possible. However, be prepared for delays in
the process. Also, should the candidate not accept your offer,
you will need to make an offer to another qualified candidate.
Should one not exist, you need to recycle back through the
employee search process to find the right employee. Remember,
don’t settle! The right employee is critical to your success.
Good luck hiring your next employee!
For a complimentary consultation on any of the materials
covered in this newsletter, contact us at info@clearhrconsulting.com
or 604.688.3879.
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