Tip: Holiday Hiring Tips - Your Applicants Will Thank You!

When you are ready to offer a job to an applicant, there are steps you can take to help increase the likelihood of acceptance and help ensure the employment relationship gets started on the right foot. Below you will find some Tips for extending a job offer to a holiday hire.

• Put it in writing. While some employers choose to gauge a candidate's interest by first extending a verbal offer, it is always a best practice make a formal written offer to a candidate.  A formal written offer should include the job title, supervisor, location, work hours, starting pay, and an abbreviated summary of benefits. Additionally, clearly state the conditional nature of the offer and identify any contingencies that could lead to withdrawal, such as results of a background check, drug testing, and/or the individual's inability to demonstrate work eligibility.

Note: Even in jurisdictions without restrictions on when an employer may conduct a criminal background check, it is a best practice to wait until after a conditional job offer has been made.  For a multi-state survey of background check laws, see attached. 

• Give candidates time to consider the offer. When making an offer, provide a reasonable timeline for candidates to respond. Many employers give candidates 48 hours to either accept or reject the offer.  
• Ask candidates to sign and return the offer letter. If the candidate chooses to accept the offer, instruct him or her to sign and return it to you, even if they have already orally accepted. Keep the signed offer letter in the employee's personnel file.
• Be prepared for questions. Be prepared to answer important details about the company. When considering an offer, candidates may ask about the dress code, parking, benefits, and work environment.  In fact, for employers who have a dress code or grooming policy that may conflict with the attire or facial hair an applicant is donning (headscarf or beard), it may be a best practice for you to affirmatively tell the applicant about the policy, and ask if any accommodation might be needed.
• Keep communication open. After the candidate has accepted the offer, keep the lines of communication open. Answer any outstanding questions they may have and ease them into the onboarding process. Prior to their start date, let the employee know where to report on their first day and what documents they need to bring, such as supporting documents listed on the last page of the I-9 form. Note: A new Form-I9 was published on November 14, 2016.  Employers must begin using this new form on January 22, 2017.

Even if an applicant will only be employed temporarily, or for a particular season, your applicants will appreciate a transparent hiring process. Additionally, an offer that clearly outlines benefits, pay, and other relevant information can help ease the employee's transition into the workplace, which can be particularly beneficial if the temporary position turns into a long term opportunity.