Make a Job offer
Completing the process
You are almost ready to make a job offer! However, it is important to make sure you have considered and documented all of the information you used to make your hiring decision. Here are the final steps:
Job Offer Salary Analysis:
Determine the most strategic salary to offer to your top candidate using our Salary Offer Calculator tools. Human Resources review and Vice President/Provost approval are required for the following salary situations:
- Internal, lateral moves
- Offers above the 25th percentile of the range.
Create a hiring memo:
- Summarize job-related reasons for selection and non-selection of interviewed candidates. This memo should include:
- a summary of your final candidate’s outstanding qualities.
- the criteria used to equitably judge all interviewed candidates.
- a summary of those qualities that the other interviewed candidates lacked which led to their disqualification.
Communicate with candidates:
- Prepare for a conversation with your selected candidate
- What salary will you offer? A salary offer calculator is available for helping to determine an appropriate salary to offer. (Remember to hire within the salary offer guidelines).
- When do you hope they will start? (The new employee is not permitted to start work until the background check results have been returned, so plan accordingly.)
- What are some of the reasons you selected them? What kinds of work will they do? You want to help them be as excited about working for you as you are about them coming to NAU.
- Call your top candidate with the offer.
- Firm up the start date, salary and any other particulars
- Tell them you will send them a formal offer letter
- Prepare and send an offer letter that includes the details (title, salary, start date, etc.) and indicates the offer is contingent upon satisfactory results from the background check. Service Professional and Postdoctoral Scholar offers must use the Service Professional or Postdoctoral Scholar templates provided.
- Contact all non-selected candidates. We recommend calling interviewed candidates. Others you may send either a hard copy letter or an email. Communications with non-selected applicants can be sent through PeopleSoft. Departments are also required to updated applicant rejection and withdrawal statuses, which can be done while simultaneously communicating with applicants.
- Update applicant rejection and withdrawal statuses in PeopleSoft.
Document your hire:
Complete the HireSmart! Checklist, gather all the required documentation and submit your packet to Human Resources. It is important to document your hire NOW…don’t wait until later and risk losing important documentation.
*Reminder: The hiring supervisor must sign the HireSmart! Checklist.