KemLaw

You’ve found the perfect candidate for a job opening at your company. Now what?

Did you know that how you make a job offer often goes a long way towards determining the kind of employment relationship you will enjoy with a new employee for years to come?

Here are five tips to consider when preparing to ask a job candidate to take a position with you:

• Do not make offers until all steps in the pre-employment process have been completed. Try to develop and use a pre-employment checklist for all of your hires.
• All offers of employment should be made in writing specifying that what’s in writing sets forth the complete terms of the offer and supersedes any prior oral or written representations to the contrary and does not constitute a contract of employment. When including any information about benefits, be careful to specify that benefits are subject to change.
• Specify any and all contingencies that may impact the final hiring decision (such as):
  • Results of reference/credit/criminal background checks
  • Completion of I-9 Form
  • Drug test results
  • Post-offer medical examination results
  • Employment Contract Acceptance
• Specify when the job offer will expire (optional).
• Make sure your applicant accepts your offer by signing the offer letter.

It’s also important to properly turn down applicants.

Here are four tips to follow to make this process a consistent and professional one.

• DON’T set expectations too high during application/interview.
• DO provide a timely written response to (at least) every applicant who was interviewed in person.
• DO keep the response succinct: “Thank you for your interest. We have selected another candidate to fill the position.”
• DON’T discuss with the rejected applicant his/her qualifications compared to those of the person selected. Instead, use phrases like: “We have selected the person who we believe is the best fit.”

If you are an employer and need help with your hiring and firing processes, consider calling on the attorneys at Kainen, Escalera & McHale in Connecticut. We do one thing, and one thing alone – we are a Connecticut employer defense law firm – we work to protect and defend the interests of employers throughout the region. What’s more, each of our Connecticut attorneys has over 20 years of experience in employment and labor law matters and can provide your business with comprehensive legal counsel ranging from assistance with necessary preventive measures to trial advocacy. Please contact us if we can help you.

The information provided above is made available by Kainen, Escalera & McHale, P.C. for educational purposes only. It is not intended to provide specific legal advice to your individual circumstances or legal questions. You acknowledge that neither your reading of, nor posting on, this site establishes an attorney-client relationship between you and our law firm, or any of the attorneys in our firm. This information should not be used as a substitute for seeking competent legal advice from a licensed professional attorney in your state nor is it provided for the specific purpose of soliciting your business on any particular matter. Readers of this information should not act upon anything communicated in it without seeking professional counsel.