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Managing the process following a selection decision

Author: Claire Watt

Summary

  • Keeping a new starter engaged from the point of selection to the day that he or she starts employment will help to ensure that the employee has the best start to his or her career at the organisation. (See The business case for good practice in making job offers)
  • The advantage of making a conditional job offer is that the employer can withdraw it if the conditions are not satisfied, without breaching the contract. (See Conditional and unconditional job offers)
  • The employer needs to consider a number of factors when making a job offer, including who should make the job offer, the timing of the offer and how the offer should be made. (See Making the job offer)
  • Employers need to be aware of the different circumstances in which a job offer may be withdrawn and, if they decide to withdraw an offer of employment, how best to do this. (See Withdrawing the job offer)
  • The employer needs to consider how to deal with unsatisfactory references, for example by discussing any areas of concern with the candidate. (See Reference checking)
  • Employers should verify the information that successful candidates have provided in their CV and application form. (See Checking CVs and application forms)
  • Employers should have in place a policy to ensure that appropriate decisions are made in the event of a candidate having a criminal record. (See Criminal record checks)
  • Employers should ask successful candidates to undertake a medical examination or complete a medical questionnaire only in limited circumstances, and observe good practice if a health condition is revealed. (See Health checks)
  • Employers should check candidates' eligibility to work in the UK prior to their starting work. (See Checking eligibility to work in the UK)
  • Employers need to decide whether or not a specialist role requires more specific checks, for example an accountancy role where the candidate is required to hold an accountancy qualification. (See Specialist background checks)
  • With social media networking becoming more widespread, organisations need to be aware of the reasons why it is not good practice to carry out social media checks on candidates. (See Social media background checks)
  • The organisation should communicate with the new starter before his or her first day, to maintain the relationship that it formed during the recruitment process. (See Communicating with a new starter)
  • Employers should plan the induction process well before the starter's first day. (See Planning a new starter's induction)