For most employers, recruitment is a fairly straightforward process: you interview a candidate, offer a job, sign a contract, and the rest is history.
But life—and business—is unpredictable.
Strategies change, better last-minute candidates come up, and sudden hiring freezes are increasingly common as businesses try to reign in spending.
The result is sometimes a painful job offer retraction—and it’s not an uncommon predicament, Gareth Matthews, an employment law partner at MLP Law tells Fortune.
“In most cases, job offers are retracted either because the business’ plans have changed or because the candidate didn’t turn out to meet the job requirements,” he adds.
No matter what the reason is, Matthews offers guidance for employers on how to pull a job offer without falling foul of the law.
“A good defense is the best offense, so make sure you always make any job offers conditional,” Matthews advises.
He adds that employers must always make it clear to candidates that any job offer is subject to the conditions being met and that they shouldn’t resign from their old job until then.
In most cases, conditions of employment will include having the right to work in whatever country you’re based, providing references and demonstrating proof of relevant qualifications.
Employers should think ahead about what they would expect from their new hire, in order to touch all bases and make the conditions as detailed as needed.
For example, Matthews has seen...
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