When you have selected your finalist for the position, you may make a verbal, conditional offer. In that conversation with the candidate, you can discuss a proposed start date and answer any questions that candidate may have prior to accepting the offer.
Pre-offer requirements
Before you make a conditional offer, check with your HR Administrator to ensure that pre-offer requirements are met. You will move the selected candidate into the "Pre-Offer" status in SuccessFactors Recruiting, This will trigger a notification to the candidate that they need to log in to the system and update their application with some required information. This information is needed for the Tax Compliance check (Policy 12.12) for all new hires and the Criminal History Declaration (Policy 4.11) for all hires except for specific job classes exempted by DHR. Your department may have other background check requirements applicable to the position. When the tax compliance and criminal history information is complete, Field HR will move the candidate into "Ready to Hire" status in SuccessFactors and you will be notified by email. This means you can proceed with your verbal conditional offer if all your departmental background checks are also complete. If you requested a "hire into range," that will also need to be approved before presenting the verbal conditional offer.
For more help, please reference Page 19 of the Hiring Manager User Guide.
Follow-up
Hiring managers are expected to notify every applicant that was moved to "Hiring Manager Review" status the outcome of the hiring process. This will entail moving them to the "Not Selected" status in SuccessFactors Recruiting. If you interviewed the candidate (phone or in person) you need to contact them first by phone or email to inform them they were not selected prior to moving to "Not Selected" as they will receive an automated notification from the system once moved to that status.
For more help, please reference Pages 24 and 39 of the Hiring Manager User Guide.