The labor market today is tough. We’re not telling you anything you don’t already know. Finding solid candidates with the talents and skills to help grow your business is more challenging than ever. You’ve spent days sorting through resumes, making calls, conducting interviews, and finally finding the right person for the job. You want to get them in the door as quickly as possible and not lose them to the competition, but there are still a few things that need to be done to satisfy your safe hiring policies. What can you do?

The answer is a conditional job offer. Read on to learn about how you can use conditional offers to help your business get the right people into the right jobs. 

What is a Conditional Job Offer?

A conditional job offer is a formal job offer extended to the applicant that is dependent on the applicant meeting certain specified requirements before employment is finalized. Conditional offers can be made for all types of positions. Conditional job offers allow employers to do the following: 

• Process background check results. Reliable, professional, comprehensive background check reports are currently taking days or even weeks to come back because of delays in obtaining courthouse records and other data. Most employers—and candidates—cannot wait that long for the hiring process to proceed.
• Obtain drug tests and health screens. Drug testing labs and other health screens are also experiencing delays, so employers will extend a conditional offer while awaiting the results of pre-employment drug screens and other health tests. 
• Receive and review a variety of other checks. Conditional offers give employers a chance to review credit checks, reference checks, motor vehicle reports, and other info pertinent to the position.

Pros of Conditional Offers

There are a number of distinct advantages to using conditional job offers, including the following:

• Keep momentum throughout the hiring process.
• Prevent the loss of quality candidates due to long delays.
• Make rapid hiring decisions that allow vacant positions to be filled without delaying the need to continue looking for other candidates while waiting.
• Protection against lawsuits if the candidate fails to meet the criteria.
• Maintain the flexibility to rescind an offer if the applicant cannot meet the defined requirements. 
• Trial period. Some conditional offers create a trial period where candidates have the opportunity to demonstrate they are ready for and capable of doing the job. This allows employers to test an employee and let them go if it doesn’t work out. 

Cons of Conditional Offers

Conditional offers also come with risks that include the following:

• While the conditional offer gives the employer flexibility, it also gives the candidate room to request a legal review of everything that led to the decision to rescind the offer. Employers can be held liable if any of that info is found to be false or if signs of discrimination are uncovered. 
• Employers must ensure that the conditional requirements are realistic and can be met. It’s important to be clear about expectations so that the conditions are not open to misinterpretation.
• Employees need to understand that a conditional offer is not a guarantee of full-time employment. 
• Conditional employees brought on for a trial period will have access to company assets and resources. It’s important for employers to exercise caution. 

If you’re considering using conditional offers, talk to your legal counsel before proceeding to ensure you get all the benefits and mitigate the risks. 

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Company Name: Accurate