Appointment

1. Where possible make a verbal offer and decide who is the best person to do this. Ideally it should be someone who has established a good degree of rapport with the candidate.
2. Recognise that, if need be, the initial offer can be a starting point for negotiations.
3. Ensure that whoever is dealing with the HR aspect is provided with all the necessary and relevant information to enable a formal offer to be issued timely.

Don't lose them at this stage.

1. Prepare well for making the offer. Ensure you have all the information you think they will want to know. The aim is to give them the information they need to make an informed decision.  It also gives them a positive message about your organisation.
2. If you make a verbal offer then make sure you ask what their initial response is.
3. When offering a position it is helpful to also provide the contract, terms and conditions, which should also include remuneration.  If remuneration is dependent on level of experience you should give information specific to the individual.
4. Make clear what conditions there may be on the offer. For example it may be conditional that they undertake specific training within a particular timescale. Conditions may include that the offer is dependent on satisfactory references, proof of experience, Performers List applications, Protecting Vulnerable Groups, etc. It may be helpful to take up a verbal reference which you then ask to be followed up in writing.
5. Ensure they have contacts as they plan their move to the area, ideally a combination of practice and community contacts. This may well include practical aspects such as housing, transport, schools etc.
6. Agree realistic start dates.
7. Make sure the written offer follows as soon as possible after the verbal offer.

When an unsuccessful candidate is managed well, although they may be disappointed, they should still be positive about your organisation. Their experience of your recruitment process and the people they met could even result in their recommending colleagues contact you.

1. Unsuccessful candidates need to be told they have been unsuccessful.
2. They need to be told at the appropriate time. You may have a second choice candidate that you want to go to if your first choice declines your offer.
3. They should to be informed in a way that confirms you appreciate their time and effort. This can be by letter, email, phone call, etc. Whichever is most appropriate.
4. Be brief and direct.
5. Avoid a positive tone and if possible say at least one thing you liked about them and avoid saying such things as "you were so close" or "you're just not a good fit".
6. Offer to give meaningful feedback. The offer needs to be genuine so ensure the person giving feedback is available and willing.