Once you have found the perfect candidate for a role, you will need to provide him / her with a formal job offer.
In order for the candidate to make a decision whether the role is right for them or not, we recommend providing the following information:
1. Salary
This should be given as an annual figure or hourly rate and include details of any shift allowance or overtime rates. If the role is part-time the annual figure is usually given as a pro rata and if the role is temporary an hourly or daily rate is given.
2. Benefits
This should include details of any bonuses or commission, pension schemes, healthcare, paternity / maternity leave, childcare vouchers, gym membership, free parking or training opportunities.
3. Length of Contract
If the role is temporary, the length of employment should be made clear (e.g. 6 months), if the role is permanent it should be clearly stated. Details should also be provided about the probationary period for a permanent position (most companies offer a 3 month probationary period for the benefit of both the employer and employee).
4. Holiday
Companies are obliged to provide a minimum of 20 days paid holiday per year, plus bank holidays to all full-time, permanent employees. Self employed workers are not entitled to annual leave.
5. Hours
You will need to provide number of contracted office hours and when you expect the employee to start and finish work. You should also outline details of flexible working, shift patterns or expected overtime.
6. Location
You will need to provide details of the office location(s) where the role will be based and also information relating to policy on working from home and expectations around company travel and overnight stays.
7. Training
A new requirement of employment law in the UK is that training information needs to be given. You must set out any training entitlement the employee will have, including what is mandatory, what is not mandatory, what you will pay for and what you will not.
Note that you do not have to issue a contract or provide every detail in a job offer. Indeed, there is no actual requirement to issue a formal written contract after they have started (but you must provide certain minimum information – see here). However, some employers do like to provide a draft contract as this ensures there is no misunderstanding as to the terms on which the employee is hired.
If a candidate is happy with all aspects of the offer and accepts the role, it is then time request references and arrange a mutually agreeable start date.
Job offer templates
Here are two templates for job offers, provided by ACAS:
Outline-job-offer-letter-short-version
Outline-job-offer-letter-option-longer
ACAS also provide a useful pre-employment checklist here.