Hiring a new employee is a process with a simple goal: find and select the best candidate. Once you’ve done so, the heavy lifting is over, right? Though extending a job offer to an applicant might seem straightforward, there are a few pitfalls you should be aware of. Here are the top mistakes managers make when writing a job offer letter.
1. Not starting with a verbal offer
Though a formal job offer letter is necessary, it is not always the best place to start. The first issue is time. Even when sending a letter by email, there may be a delay before the candidate sees the message and has a chance to read it. In today’s fast-paced business world, those few hours – or even minutes – might be enough for your top candidate to choose another company. A verbal offer, whether in person or on the phone, adds a personal touch while also guaranteeing your offer has been received. This conversation can be relatively brief, if you prefer; the real details will be laid out in the letter.
2. Including vague language or promises in the job offer letter
Remember, anything you put in writing should be viewed as permanent. Though many managers don’t view their offer letters as official contracts, references to possible promotions, raises or other promises may be taken at face value by your employee (and, later on, by a judge). Vague comments should be replaced with clear, specific guidelines regarding potential duties, job expectations and compensation.
3. Not specifying an “at will” employment relationship
From a legal standpoint, it is often assumed that employment contracts are at will (unless otherwise specified). Even so, failure to clearly include an “at will” statement could cause problems. When hiring temporary employees, for example, your contract may make reference to a specific time period of employment. In the absence of an “at will” statement, an employee may be able to argue you are not able to fire or dismiss them before the end of their contract. To avoid future problems, it’s best to make the nature of your agreement clear.
4. Failure to include conditions of employment
Until every detail is finalized, you need to leave yourself a way out of the offer. Does your letter make it clear that the job offer depends on the results of a background check, for example? If not, you may not be able to back out when negative information is revealed – not without significant trouble, at least. Be sure to include the conditions of the job offer, however, and you will be protected from any mishaps.
Whether you’re searching for short-term or permanent staff, a successful hiring process depends on starting with great candidates. All Quality Labor has the expertise and resources to help you find amazing light industrial and manufacturing candidates. Contact us today to learn more about our services.