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5 things to consider when making a job offer


Making a job offer

 When a company completes a recruitment campaign it usually results in making a job offer to the successful candidate. More often than not, an offer is made and accepted. There are however times when a job offer does not go according to plan. Here are some of the main factors to consider when making a job offer

Verbal job offer

In order to speed up the recruitment process as much as possible and provide feedback to candidates, companies will often make a verbal offer. A verbal offer is commonly made over the phone, and sometimes in person.  The offer is then followed up in writing. It is important to consider the status of a verbal job offer. A job offer is considered binding when there has been an acceptance of the offer.  Sometimes the successful candidate will hand in their resignation  to their current employer on the strength of a verbal job offer.. It is therefore advisable when making the job offer to state at the outset that the offer is conditional on certain factors, usually the receipt of satisfactory references

Job offer letter

A verbal job offer should be followed up in writing as soon as possible. This helps avoid or minimise the chances of   confusion over what might have be said at the time of the verbal offer. Most candidates also prefer to have a job offer in writing before they hand in their notice to their current employer. The job offer letter also goes into more detail about the full conditions under which the offer is being made

 Job offer acceptance

Many companies expect a formal acceptance letter from the employee in response to the offer made. The acceptance letter signifies a binding agreement. It is usually at this point  the new employer will approach the current employer for references. Employers also believe  that by having something in writing from their new employee, it provides them with assurance the persons will be joining their company.   The new employer may also feel that the written acceptance gives them  grounds seek legal recourse if the  new employee later decides  not to join the company. In reality, although the offer and acceptance is legally binding the cost of pursing an employee through the courts for breach of contract far outweighs any benefits of taking on a reluctant employee

Counter job offer

When a job offer is made, if either party decides to vary the terms of the original offer, this will result in a counter offer being made. No binding agreement will be reached until both parties accept the terms of the new job offer


Withdrawing a job offer

One of the reasons for making a provisional job offer is so that in the event the prospective employer is unhappy with any aspect of the terms on which the offer was made, they can withdraw the job offer. One of the most common reasons for withdrawing a job offer is unsatisfactory references.


Making a job offer is one of the most important decisions an employer is likely to make. It is therefore important to understand the process to avoid the pitfalls associated with  job offers.  If you need help with your recruitment or job offers, get in touch

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