A Conditional Employment Offer refers to a job offer only valid if the candidate meets certain conditions decided by the employer. Such conditions include aptitude tests, background checks, etc. If the candidate does not meet these requirements, the job offer becomes invalid.
Firms make such offers to be able to identify the qualifications and safety of the candidate. If a regular employment offer gets made, then the firm would have to hire the candidate under any condition. Although it might seem unfamiliar to you, if you read this guide, you will understand what such offers are and how to deal with them.
What Are Conditional Job Offers?
Conditional job offers, as the definition suggests, mean job offers that are only applicable when the candidate meets the conditions. If the candidate doesn’t meet the conditions on the job offer, then the employer can reject the candidate for a particular post. The conditional job offer contract is only valid if the candidate meets the particular conditions.
These offers are often made to candidates before the hiring process is over. For example, if a firm interviews multiple candidates and finds one fit for the work, they will provide the candidate with a conditional offer. After the candidate agrees to the job offer, the firm proceeds to do background checks and other tests on the candidates.
It is a part of the hiring process of many firms, so it isn’t a rare thing. But it is best to be careful while giving out of receiving such offers. More often than not, the tests that follow a conditional job offer are related to the personal life and history of a candidate more than their work.
Feature of Conditional Job Offers
The basic definition itself tells a lot about these job offers, but there is more to conditional job offers that you must know. These factors will help you distinguish them from regular job offers and what to look out for.
Here are the features of a conditional employment offer:
- Contractually Binding– Firstly, these job offers are contractually binding just like any other job offer. The only key difference is that they have conditions. If the candidate doesn’t meet the conditions, then the job offers could be revoked by the employer.
But it is only when the conditions are not met by the candidate. So for employers, it is an ideal way to do background checks and verifications on employees before hiring them. It can help them terminate the offer if the candidate does not meet the required qualifications.
- Undiscriminating– The conditions or tests in these job offers cannot be discriminating against. In case a candidate appeals to the court after a cancelled conditional offer. And the court find the condition discriminating; the employer has to pay the candidate. Let us take the example of Candidate Z and Firm X.
Candidate Z agrees to a conditional employment offer, but her job offer gets canceled. Firm X states that her job offer got canceled because of her gender. Candidate Z can appeal to the court and will receive compensation in that case. Such discriminating bases can never be used as conditions on job offers.
- Includes Independent Conditions– These conditional offers almost always include tests that are related to the personal qualifications of a candidate than their work qualifications. A few such tests are as follows:
- Background Check
- Confirming College Degrees/Qualifications
- Physical Tests (For jobs that require physical fitness)
- Drug Tests
- Credit Checks and more
Why Are Conditional Job Offers Made?
Pros and Cons of Conditional Job Offers
While some disadvantages come with conditional offers, there are some advantages to them too. If you receive a conditional employment offer and don’t know what to do, you should first look at these merits and demerits. Weighing the pros and cons against each other will help you decide if the offer is worth taking up or not.
Here are some pros of conditional employment offers:
- Mostly, such conditional offers are routine for all the employees throughout the firm. It is a procedure done for every candidate and is nothing special or concerning. In such a case, you can be reassured that it is just to tests if you are suitable for working there based on your drug tests or criminal background. Since the review and evaluation process is time-taking, many firms prefer to proceed with the candidate and do the tests after making the job offer. It is to save time.
- Even a conditional job offer is a job offer, which means that the firm loves your skills. The interview or assignment you might have done worked well in appealing to your employer. And it is why they are making the offer. Since you have the acceptance of the employer, passing through the conditions isn’t a big deal. And it is the same for people who might have minor criminal records since an old record does not rid you of your talents. In the end, the employer will test your capabilities and make the final judgement based on them.
- Conditional offers will reach you first before you agree to them so you can check what all the employers will verify. If you check all the aspects that the employer will verify and find them alright, you can agree to it. You would have ample time to make that decision, too.
On the other hand, here are some demerits of conditional employment offers:
- Even though they are job offers, conditional offers can be revoked under certain circumstances. If the mentioned conditions or tests aren’t met, your job offer can easily get revoked. What’s worse is that you might not be able to take action against it if the conditions were legal. So while it is a job offer, you still have to take a risk by taking it up. A conditional job offer might not always lead to a job by the employer due to the mentioned conditions.
- Conditional offers are time-taking, and you might waste much time and effort in a job you might not even acquire. Since the reviewing process is detailed, it often takes long periods. During that time, you might not be able to continue with your job search and fall behind. If the conditions aren’t met, then you will lose your only hope as well, so it is risky that way.
- Conditional offers that require assessments or sample projects often come with tight deadlines. Let’s say you received a conditional employment offer alongside a small project. But you only have a week or two to submit it. It could lead to extreme pressure and distress. On the other hand, if your conditional offer includes background checks and the employer has given a long timeline, it could leave you hanging for a long time. It is best to consider such deadlines before accepting the job offer.
What to Do When You Receive a Conditional Job Offer?
If you have just begun looking for work or are used to the process and receive a conditional job offer, what should you do? With the mixed opinions of both employees and employers on the topic, it would be difficult to make a decision. But as mentioned above in the guide, you can always weigh the pros and cons of the offer.
If you carefully consider all aspects of the job offer, you can understand if it is worth the risk or not. And if you do decide to take up the job offer or even consider it, here are some steps that you can follow.
Thank The Employer
The first thing to do when you receive a conditional employment offer is to thank your employer. A conditional offer gets given to employees whose performance impressed the employer. It means that you got selected out of the many candidates, and the employer wants to work with you.
The process only includes a background check or similar tests, but the employer wants to work with you. You should write an email back to your employer and express your gratitude for such an opportunity.
Take Your Time
Even though you might feel rushed because of the offer, take your time in making your decision. Conditional employment offers might not be that different from regular ones, but they are still risky. If you make a hasty decision, it might lead to negative results. You need to consider all features before getting back to the employer.
So if your employer hasn’t already given you time to make your decision, ask them to do so. In your email, mention that you need some time to think about it. Be polite while drafting the email, and as long as you are respectful, your employer will understand and give you some time.
Clear All Doubts
Conditional offers are new to many people. Even though a lot of firms make these offers, more people are in the dark about it. Thus, when a candidate receives their conditional offer letter, they get confused about certain aspects of it.
If the candidate does not contact their employer immediately and clear their doubts, it may not be the best idea. Since they won’t understand the offer well, they might not pass the conditions. So if you do not understand any detail in the offer letter, immediately contact your employer. Ask them about the doubt politely and make sure you understand each aspect well.
Note All the Conditions
Make sure to save the mal and read it thoroughly while you receive a conditional offer. The offer itself will contain all details about the conditions. Since those conditions will determine if you get the job or not, you need to understand them. If you feel like you don’t know them well, you should note them down and do some research on them.
You must be careful to read through the offer letter well and not miss any details. It is even better if you note down all the conditions and evaluate yourself if you would meet them or not, if possible.
Meet The Deadlines
Many conditional employment letters come with tests or assessments to test your skills further. Even though you might have passed the preliminary stage, you would have to complete these assessments to secure your job.
Take note of the deadline provided in the assignment and make a plan. Estimate the hours you would need to finish the assignment, and then divide that time into the days you have equally. By doing this, you can work on the assignment while managing other tasks. And it will also ensure that you meet your deadlines.
Conclusion
Conditional employment offers are offers based on conditions made to the candidate. The candidate must fulfill the given requirement to acquire the job. If they fail in it, they cannot receive the job. The contract and the offer will also be nullified since it is only valid if the conditions are met.
So while selecting such job offers, you should be careful and inspect the conditions you need to meet. While these offers are not uncommon, they might be risky to take up. You can follow our guide and know all you need to know about such offers and carefully make your decision.
Frequent Asked Questions
- Should I reject a conditional offer?
No, you should ponder about what the tests are and if you would be able to pass them. Even if you fail, at least you will receive confirmation, so it’s best to accept the offer and wait for the testing process to end.
- Is a conditional offer still contractual?
Yes, conditional job offers are contractually valid, but they are slightly different from usual job offers. They only hold up as evidence if you meet the conditions mentioned.
- How should I respond to a conditional offer?
You should think carefully about the conditions of your specific offer and decide. It is generally best to accept such job offers but only stop job searching after the final confirmation.
