Job offers and staff inductions

The final stage of the recruitment process involves choosing a successful candidate. Once you've made your choice, you need to inform them. You can do this by sending an offer letter which should set out the main terms and conditions of the job. This guide explains how to go about deciding on your successful job candidate, making a job offer to the successful candidate, and putting together a new starter pack for staff.

It should also state whether the job offer is conditional, ie subject to the outcome of checks such as educational qualifications or references, or unconditional, ie not subject to any further checks. If the individual accepts an unconditional offer, a contract of employment exists between you.

Once the employee starts working for you, you have a duty of care toward them. This includes making sure they can do the job both safely and competently. The best way to ensure this happens is through a structured induction programme. This guide highlights the advantages of job inductions, what to include in your induction programme, tailoring the induction to the worker, and preparing for an induction.