5 Considerations After Extending a Conditional Job Offer
A formal hiring process for most employees includes a number of key steps, with the end goal to hire a qualified employee for the right job. A critical step that follows the initial screening and interviewing process is a conditional job offer.
What is a Conditional Job Offer?
A formal communication to a candidate stating the offer is dependent on the successful completion of employment conditions or requirements.
When permitted, post-offer screenings that relate to the specific requirements of the job may be used to confirm the candidate’s ability to meet those job requirements. It is recommended that you consult legal counsel before you establish post-offer screening policies or procedures and when developing hiring and employment programs in general.
5 Considerations After Extending a Conditional Job Offer
39% of U.S. businesses worry about attracting and hiring qualified workers
FIVE COMMON POST-OFFER EMPLOYMENT REQUIREMENTS
1 Eligibility for employment in the U.S.
Is the candidate legally authorized to work in the United States?
2 A driver record check, if driving on business
Does the candidate have a valid driver’s license? Does his or her driving record meet your established criteria?
3 Background checks applicable to the position
Is a criminal history check relevant and permitted in your state? Is a financial background investigation relevant and permitted in your state? What reference checks would be needed?
4 Drug testing
Will you complete a post-offer drug screen? Are post-offer drug screenings permitted in your state?
5 Medical fitness test per job requirements
Are physical agility tests appropriate for the position (i.e., typically law enforcement, fire and medical services)? Are there restrictions on conducting physical agility tests in your state?
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