So, the interview is complete. You have (hopefully) chosen one or two potential employees. What now? First, for the applicant(s) you have chosen, you will most likely want to conduct a background screening, drug test, and possibly a credit check.
Background Screening / Drug Testing / Credit Checks – After the initial interview process, as an employer, you will have to make important decisions related to protecting your business from internal theft and employee fraud as well as taking proactive steps to provide a safe environment for all employees and customers. Checking for previous criminal activity, civil litigation, education and reference verification, credit history, and drug screening are critical components to help provide this protection. As an added benefit, such research can also help protect against claims of negligent hiring and retention.
Sending offer / rejection letters when appropriate is a sign of good business management. If you have chosen your potential employees (and they have passed the previously mentioned screening / test / check), then you will want to send them an offer letter.
Offer Letter – Offer letters outline the parameters of duties, responsibilities, compensation, holiday and benefits contingent upon results of pre-employment drug and background screening.
For those applicants who did not meet the needs of the position and / or company, for whatever reason, a rejection letter should also be sent.
Rejection Letter – Rejection letters thank the applicant for their time, informs them of your decision, diffuses further calls / emails inquiring as to whether they qualify for the position, and closes the relationship.
In Part 5 we will talk about what will happen after the hiring of the employee.
Has a company ever actually sent you an offer letter? What about a rejection letter?