8 things to include in your job offer
We are currently experiencing a high volume of calls as a result of COVID-19, but we are here to help. If you are concerned about your Home Loan repayments, please go to the home loans support page. If you are a Business customer and need help, please go to the business relief page.
It may seem like just another box to tick in the recruitment process, but a written job offer is a key – and crucial – step for both your business and your potential new hire. Here, we help you get off on the right foot by covering the key things you need to include.
The job offer is your first opportunity to welcome a new recruit, so make it a warm and personal one. Thank him or her for their time during the recruitment process and express your excitement on having them join you.
You’ll still need to cover the formalities, of course. Confirm that you’re making an offer of employment and list the job title, description and location, along with the hours and days of work. If the offer is conditional on a background check or needs to be accepted within a certain time, make that clear.
Before accepting the offer, your new recruit will want to know exactly what’s in it for them. Outline the salary and any other perks they’ll be entitled to.
Experts say we’re hardwired to be nervous when starting a new job, though you probably don’t need an expert to tell you that. Ease some of the stress for your new recruit – and help them settle in faster – by covering all those little practicalities that can cause unease.
Confirm the start date and time, where the person should report to on the first day and who they should ask for. Mentioning the closest transport stop and the best place for a morning coffee fix will also help make the new person feel more at ease.
Another way to calm first-day jitters and set everyone up for smooth sailing is to clearly articulate expectations around the role and the organisation. Help new recruits settle in before they even start by introducing company values and aspirations, as well as expected standards of behaviour. Provide an overview of the role and how it fits into the company’s broader goals and objectives. Make it clear how job performance is measured.
No one wants to spend day one drowning in admin. Give your new hire the opportunity to provide their tax file number, super fund choice and other essential information before they start by including the necessary forms with the job offer. That way, their first day can be memorable for all the right reasons.
Don’t forget to set out the steps for responding to the offer of employment, including how to formally accept it.
Include contact details and an offer to meet the team before day one – opening up the opportunity for ongoing conversation. With 85 per cent of adults worldwide not engaged or actively disengaged with their work, create a competitive edge in your organisation by promoting connection and engagement from the outset.
Now that you’ve prepared a great offer of employment, don’t sit back. Use the preboarding phase – that’s the time between the new hire accepting the job and their first day on the job – to continue the good work you’ve done with your letter of offer. These two things, in particular, can make a huge difference:
This article is a general overview and should be used as a guide only. We recommend that you seek independent professional advice about your specific circumstances before acting.