Making the Job Offer

When you're ready to make a job offer, be prepared for questions or a possible counter offer.

Employment Practices

Making the Job Offer

When you've decided which candidate you would like to hire, contact the person, answer any additional questions, and extend the offer. The job offer should be extended in person or over the telephone. Don't extend a job offer by leaving a message on an answering machine. It presents a less than professional image of your practice.


Written Confirmation

After calling to offer the candidate the job, follow up with a written confirmation containing:

  • The start date. Indicate the day the candidate will begin employment.
  • Work schedule. List the days of the week and hours the employee is expected to work.
  • Pay/salary. Indicate the rate of pay, and, if appropriate, any additional pay for overtime, performance bonuses, etc.
  • Performance review. List the frequency of performance reviews.
  • Benefits. Explain in detail the company's benefits as well as any cost to the employee.
  • Position/title. List the title of the position the person will hold.
  • Dress code. Provide a brief description of the attire the employee will, and will not, be expected to wear.
  • Timeline for acceptance. Typically, most companies give candidates 24 to 48 hours to decide whether to accept their offer. However, the candidate may also decide to accept your offer immediately.

When making a job offer, you may choose to make it contingent on a background check. NOTE: a background check cannot be done before a job offer is made.

Once an offer has been made and accepted, you will also need to verify proof of citizenship.

Considering Counter Offers

In some instances, the candidate may counter your employment offer in an attempt to negotiate a higher salary or additional benefits. If this happens, the best option is to deal with the counter offer as you see appropriate.


The information in the NCMIC Learning Center is offered solely for general information and educational purposes. It is not offered as, nor does it represent, legal or professional advice. Neither does this information constitute a guideline, practice parameter or standard of care. You should not act or rely upon this information without seeking the advice of an attorney familiar with the specific legal requirements of the state(s) in which you practice. If there is a discrepancy between the site and an insurance policy you have with NCMIC, the policy will prevail.