You’ve interviewed and reference-checked your top candidate(s), and now it’s time to choose the best candidate for the job. Before extending a job offer, be sure to discuss the position’s starting salary with your manager, HR Partner, and SBO.
Step 1: Extend the offer verbally to determine if the candidate is still interested and clearly communicate that the offer is contingent on required verifications including a background screening. If your candidate is no longer interested, you can move on to the next candidate on your list. If the candidate is interested, however, then put the offer in writing.
Step 2: Talent Acquisition will generate the written offer in Workday and provide it to the candidate with details of the position, pay information, and start date. Also included will be information on the background screening and any other verifications needed, as well as other steps necessary for the candidate to officially accept the position, including signing and returning a copy of the offer letter to confirm acceptance of all employment terms and conditions. These are standardized templates, so you may wish to also send a more personal welcome letter after the offer is accepted.
Step 3: Remember that USC’s employment terms and conditions state that failure to complete all background requirements will result in termination during the employee’s evaluation period (usually the first 90 days). Additionally, employees with heightened screening requirements (e.g., security, financial, executive, healthcare requirements, or employees who work with vulnerable populations), cannot begin work until the background requirements have been completed. Your HR Partner or TA Partner will work with the employees in these categories to ensure a screen is completed before the employee starts working. Employees whose work is not classified in these categories can start work once their employment screen is initiated in Workday. Keep in mind that the university also reserves the right to conduct screenings at any time, and employees may be disciplined or terminated if evidence is ever found that application information was falsified.
If you have any questions about required screenings, contact the HR Service Center.