Once you have decided to hire an applicant, it is time to present the person with an offer of employment. The offer should clearly outline the terms and conditions of employment.
The actual offer should be made either in person or over the phone. Review the details of the offer (e.g., title, employment status, salary, start date, benefits). Keep in mind that the candidate may attempt to negotiate some aspects of the offer. As a precaution, do not turn down other good applicants until you have reached agreement, and confirmed acceptance, with your top candidate.
Once you have extended a verbal offer of employment, follow up with a written employment agreement (an offer letter). Although there is currently no legal requirement in Ontario to put the offer in writing, it is prudent to do so. A written offer of employment ensures that all parties are clear about their responsibilities. To ensure that the written contract is enforceable, it is imperative to state that any verbal offer is conditional on signing a written agreement and the candidate must sign a copy of all required documentation prior to commencing work.
Two basic types of employment agreements exist:
Note: Both types of employment agreements should include how the employment relationship may be terminated—either by the company or by the employee. For fixed-term contracts, it is important to set out how the relationship may be terminated during the term if necessary.
The employment agreement should contain the following information:
You should also seriously consider including some or all of the following details in the employment agreement:
Butteriss, M. (1999).Help Wanted: The Complete Guide to Human Resources for Canadian Entrepreneurs. Toronto: John Wiley& Sons.