Recruitment

6. Employment

6.1 Send an offer letter to your preferred candidate.

• Say when the job starts and how much time the candidate has to accept the offer.
• State what salary you are offering and when it will be reviewed.
• Make it clear if the offer is subject to any conditions. For example, references (see 5.5).
• For permanent employees, state the length of the probation period (usually three to six months).
• Supply written terms and conditions with your offer letter, or not later than two months after the date of employment (see Employment contracts). It is sensible to have a written agreement when contracting with self-employed people.

6.2 Send polite rejection letters to any remaining unsuccessful candidates.

• It may be appropriate to offer opportunities for feedback. Do so automatically for internal candidates, on request for others.

6.3 Plan a warm welcome for new employees. This can significantly improve their attitude, even if they only work on a temporary or casual basis.

• Tell other employees when someone new is joining your company.
• Show new employees round and make introductions to key colleagues.

6.4 Complete new employees' induction.

• Provide a company handbook, information about the business, and relevant health and safety information (see Health and safety).
• Support the employee through the probation period with regular appraisals and organise any training needed.

6.5 Fulfil your obligations as an employer.

• For example, complete appropriate tax procedures. (See Payroll.)