Making a job offer to a successful candidate after an interview

✅ Make the Verbal Offer

• Call the successful candidate promptly after the panel decision is confirmed.
• Congratulate them warmly and express enthusiasm about their appointment.
• Outline the key terms clearly, including:
  • Role title and responsibilities
  • Remuneration (salary and any allowances)
  • Start date
  • Location and working pattern
• Clarify that the offer is conditional on:
  • Satisfactory references
  • Other checks (e.g. right-to-work, health, DBS if required, other)
• Give a reasonable timeframe to respond.

✅ Follow Up in Writing

Send a conditional offer letter confirming the above, including:

• Job title and employing body (e.g., Circuit, District, Local Church)
• Start date and any probationary period (if applicable)
• Remuneration details and payment frequency
• Benefits and holiday entitlement
• Safeguarding conditions, such as:
  • Enhanced DBS check (or equivalent)
  • Completion of safeguarding training before or shortly after starting
• Explicit advisory: Do not resign from your current employment until all checks are confirmed.

✅ Manage the Acceptance Process

• Request written acceptance (email or signed letter).
• Maintain warm and supportive communication until the start date.

✅ Confirm Checks and Issue Formal Documentation

• Once all pre-employment checks have been satisfactorily completed:
  • Contact the candidate to confirm clearance and agree a start date.
  • Send the formal offer letter (now unconditional).
  • Issue the contract of employment for signature.
  • Provide any onboarding details and next steps.
• Begin onboarding preparations, including:
  • Induction planning
  • Introducing them to key people in the Circuit/District
  • Providing essential resources and safeguarding contacts
  • Scheduling safeguarding training if not already completed