Confirm offer readiness before promising terms
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
An offer should reflect approved role scope, compensation, working arrangements, start assumptions and conditions. Identify the people authorised to approve and issue it. Resolve contradictions between the advert, interview conversation and written terms. Do not present an unapproved salary or remote-working arrangement as settled. A verbal indication and a formal offer may have different implications depending on the circumstances and jurisdiction, so use the organisation’s agreed process. Maintain a version record when terms change and make sure the candidate receives the correct current document.
Worked example
A manager informally suggests two remote days, but the role’s approved arrangement is site-based. The recruiter resolves the discrepancy before sending the offer rather than hoping the candidate will accept first.
Put it into practice
Build a ten-item offer-readiness checklist for a fictional appointment.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Include approval, conditions, working pattern, benefits, notice, start date and document version. Identify unresolved items as blockers or clearly communicated conditions, not hidden assumptions.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.