Making an offer

Confirming the offer

Once you have decided to hire a candidate, you need to get in touch with the candidate as quickly as possible to share the good news.

Verbal offer

Here are some basics pointers for getting in touch with the candidate you want to hire:

  • Check your facts before you get in touch with the candidate (eg salary, benefits, start date etc) and establish before you speak to the candidate how much room for negotiation you have on the package - especially the salary
  • Make sure that you as line manager or someone who has had a key part in the interview process, call the candidate
  • Do mention if the offer is dependent on the production of satisfactory references (which is generally the case) and other checks (if applicable)
  • Deliver the good news with a phone call and then HR will follow up with a letter stating the terms and conditions of the offer

Written references

All successful candidates should be asked to provide two referees from different organisations. These should be previous employers or educational establishments and cover their work/education history for the last 5 years. ‘Character’ or ‘personal’ referees are only acceptable in exceptional circumstances.

Candidates will be asked if their current employer might be approached for a reference. If this is not appropriate the reference will be requested after the candidate has started work at your organisation. In these cases the candidate will be made aware that if the reference is unsatisfactory for your purposes their employment may be terminated.

To avoid unnecessary delay, telephone references may be obtained in first instance. Again, recruits will be made aware that if subsequent written references are not satisfactory for your purposes the offer may be withdrawn or the employment terminated.

Security checks

They are three types of security checks:

  • Basic Disclosure Certificate (available only through This is the lowest level of disclosure and is available to anyone for any purposes. Please note that this kind of disclosure is not job specific or job related.
  • Standard CRB contains details of all criminal convictions, including current and 'spent' convictions, held on the Police National Computer, as well as details of any cautions, reprimands or final warnings.
  • Enhanced CRB is required for jobs which involve a much greater degree of contact with children or vulnerable adults. The type of work which requires an enhanced CRB disclosure will involve regularly caring for, supervising, training or being in sole charge of such people.

The main difference between a Standard and an Enhanced CRB disclosure is that the latter involves a check on local police records as well as the Police National Computer.

Criminal Records Bureau is now longer accepting disclosures on hard copy. They are now able to process disclosures online and people therefore need to submit their application via their website.

Written offer

The final stage in the selection procedure is to confirm the offer of employment after all the above has been obtained and is satisfactory.