Many companies take a "one size fits all" approach when extending offers to job candidates, especially when the company is hiring a high volume of new employees for lower or midlevel positions.
Template offer letters and standardized procedures for extending job offers are very helpful and important in increasing efficiency, ensuring that important steps in the hiring process do not fall through the cracks and ensuring consistent and equitable treatment of job candidates. However, each candidate also comes with his or her own unique circumstances that employers should evaluate on a case-by-case basis. This topic will provide companies with valuable tips on what decisions unique to each candidate the company should make before even extending a job offer, and best practices regarding language to include and language to avoid in offer letters. This material covers how to tailor a job offer to suit individual candidates without undermining the company's need for consistency and an efficient and effective manner to conduct the necessary due diligence, and ensuring smooth and effective onboarding of new employees.
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Agenda
Important Decisions to Make Before Extending the Offer
- Job Duties and Classification (Exempt vs. Nonexempt)
- Compensation and Benefits
- Agreements That Candidate Must Execute as a Condition of Employment (e.g., Arbitration Agreement, Inventions Assignment Agreement)
- Special Circumstances That May Impose Additional Legal Obligation on Employer (e.g., When Job Offer Is for a Set Period of Time, When Job Offer Requires Candidate to Relocate)
Preparing the Offer Letter
- Highly Recommended Terms to Include
- Optional Terms
- Risky Language to Avoid
Performing Due Diligence
- Verifying Eligibility to Work
- Background Checks
- Candidate's Obligations to Former Employers
- Obtaining the Necessary Information Without Asking Prohibited Questions
Sealing the Deal
- Negotiating the Terms
- Rescinding an Offer
- Onboarding the New Employee
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on February 18, 2020.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program may qualify for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Olga Savage
Procopio, Cory, Hargreaves & Savitch LLP
- Senior associate in the law firm of Procopio, Cory, Hargreaves & Savitch LLP
- Practice emphasizes all aspects of employment law
- Admissions: California (state and federal courts)
- J.D. degree, Stanford University
- Can be contacted at 650-645-9033 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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