What is a job offer?

In translation from English job offer is job offer. This document regulates relationsemployee and employer from the time of going to work and signs earlier than the labor contract. In the West, the signing of a job offer is a common practice, we only have this document signed by a few companies that focus on Western standards. Why is this done?

Usually during any interview, it turns out not only the level of professionalism of the applicant and his compliance with the vacant position, but also working conditions in the company: all the same during the interview not onlyThe employer evaluates the applicant, and the applicant decides whether he wants to work in this company. But no one is immune from misunderstanding: the employer could incorrectly explain the working conditions, or the competitor misunderstood them. In order to avoid misunderstanding, the employer suggests signing a job offer.

In fact, this document is written in writingthe conditions of work that the employer told during the interview: the description of the position, the main conditions, the date of employment, the nuances of the probation period, the duration of the contract, the amount of salaries and compensation, social benefits, etc. Job offer is more informational in nature and has no legal force.

Why do I need a job offer? For the applicant - this is an indicator that he is going to work in a solid company that is guided by Western business standards. In addition, it is a guarantee that the expectations of the applicant and the promises of the recruiter will not disperse with the reality. True, the RF Customs Code does not regulate in any waya written job offer signed before the conclusion of the employment contract, but this is better than nothing. In a controversial situation (for example, in case of refusal to sign an employment contract), the job offer can be considered by the court as evidence.

For the employer, the job offer is guarantee that the applicant has agreed to work conditions and will begin to perform duties on the due date. In the practice of HR managers, cases are oftenthe applicant reached the last stage of selection, seems to have already agreed to work, and then at the last moment refused or simply did not go to work without explaining the reasons. In this case, the job offer will, as it were, cement the oral agreement between the applicant and the employer, letting the competitor know that he has undertaken certain obligations and there is no turning back.

Uniform standard of registration job offer is not present, because this document has a semi-officialcharacter. Usually the employer, when drafting a job offer, is oriented to the applicant, trying to imagine that it is important for him to know about his new job. Most often the job offer is printed on a letterhead. It specifies the name of the post and the structural unit, the list of job responsibilities, the length of the probation period and its conditions, the amount of salary (including bonuses, bonuses, bonuses), social and compensation package, date of employment, etc. Later this information is duplicated in the employment contract.

But, as already mentioned above, in Russia, unlike in Western countries, formal legal force job offer does not have - the employment relationship establishes onlyemployment contract. Job offer is a formal information document that does not guarantee that the applicant will actually go to work at the appointed time: both he and the employer have the right to refuse. But the job offer feedback is a blow to the reputation of both the employer and the applicant, and the reputation in the business world means a lot (although not everyone understands this).

So why do we need a job offer if it does not have legal force and does not give 100% guarantees? This document reduces the risk of mutual misunderstanding, gives an opportunity to speak on the merits and forms a positive image of the company-employer, demonstrating its high standards.