Is It Normal for an HR to Ask for a Verbal Offer Before a Written One?

Yes, it is often quite normal for Human Resources (HR) to ask a candidate to accept a verbal offer before sending a written one. However, it is worth noting that this approach carries some risks and should be carefully managed by both the employer and the candidate. In this article, we will explore why this practice is common and why it may be necessary, but also highlight the potential pitfalls.

The Benefits of Verbal Offers

Many organizations prefer verbal offers because they aim to save time and resources. Employers frequently opt for this approach for several specific reasons:

Time and Resource Efficiency:
Employers may not want to invest time and energy in formalizing an offer letter if the candidate is not genuinely interested. A verbal offer allows them to confirm interest and move forward more efficiently.

Background Checks:
In many cases, a detailed written offer is not provided until after a thorough background check is completed. This process can be quite expensive and time-consuming. Employers avoid these costs if the candidate decides not to accept the offer.

The Approach of Large Companies

Large companies often follow a structured process where the formal written offer is only tendered after the candidate successfully passes the background check. For smaller firms, this may not always be the case. Here is a typical workflow:

The candidate and HR complete verbal negotiations. A background check is conducted. A finalized written offer is provided.

Personalized Negotiations and Flexibility

Some organizations, myself included, prefer to negotiate offers verbally before drafting a formal document. There are several compelling reasons behind this approach:

1. Quicker Negotiations

Verbal negotiations are often much quicker and more flexible. It is much more efficient to iron out the details in a conversation than to prepare and edit a formal document. For example, if the start date is a key detail, an employer can easily adjust this in a conversation. If a verbal offer states a start date as Monday and the candidate needs two weeks' notice, both parties can quickly agree on a timeline. Approving and submitting a written offer might take a week or more, whereas a verbal discussion takes under a minute.

2. Immediate Feedback

Verbal offers allow for immediate feedback and adjustments. If the offer is rejected, the employer can find out right away and possibly ask for clarifications or additional information. This saves time and helps build a better understanding of what may be missing in the offer proposal.

3. Personalized Touch

Personalized communication can make a significant difference in candidate decisions. Let's say a candidate is considering multiple offers. Receiving a generic form letter from HR might not stand out, but a personal phone call or email from the hiring manager can be much more memorable. The manager can express excitement and enthusiasm about the candidate's potential contribution, which can be a deciding factor in which offer the candidate chooses.

Setting Clear Expectations

When you receive a verbal offer, it's important to establish clear expectations. You should communicate that, while the offer is verbal, it is not final until it is put in writing. You should also emphasize that you will not take any formal action (such as giving notice) based on a verbal offer. Wait until you receive a written offer before making any commitments.

Conclusion

In conclusion, while a verbal offer is common and can be quite efficient, it is essential to understand its implications and set clear expectations with the employer. It is always safer to wait for a written offer before making any formal commitments. This ensures that both parties are on the same page and helps prevent misunderstandings or potential legal issues.

Keywords: verbal offer, written offer, interview negotiation