Making the Offer

Making the offer is the final step — confirming the preferred candidate through reference checks, then making a formal offer of employment. 

Check references 

Reference checks are usually done after interviews, and should include previous employers where possible. Referees help confirm what the application and interview revealed. 

For effective reference checks: 

  • contact referees at a time they can give their full attention, 
  • prepare a consistent list of questions and take notes, 
  • base questions on the role, the person specification and the interview, 
  • ask mostly open questions about strengths, development areas and suitability, and 
  • consider asking whether they would re-employ the candidate. 

If a candidate offers no work referees, consider why, and discuss it with them if needed. 

Make the offer 

Once a preferred candidate is chosen, make a formal offer — but only after the interview process is complete. Do not notify unsuccessful candidates until terms are finalised with the preferred candidate, in case the applicant pool is needed again. 

Make the right choice for the farm. Avoid hiring the best of a weak field, which often leads to another recruitment round soon after. It can be better to leave a role unfilled and use casual help while widening the search. 

Tip

If unsure, a second interview or informal meeting can confirm the choice. Phone the candidate to confirm their interest and availability before sending a formal written offer of employment.

Workplace rights of prospective employees 

Under federal industrial laws, prospective employees have the same workplace rights as current employees. An employer must not discriminate, refuse employment unfairly, or take adverse action when offering terms and conditions. 

  • Employment cannot be made conditional on entering an Individual Flexibility Agreement — consent must be genuine. 
  • Employment can be made conditional on accepting a guarantee of annual earnings. 

If a successful candidate declines the offer, the employer may ask for feedback, but the candidate is not required to give it and should not be pressured. See the Awards and Agreements and contracts sections for flexibility agreements and guarantees of annual earnings. 

Farm scenario

Hiring a herd manager for the first time, Brian and Marlene shortlisted applicants and completed thorough reference checks with industry contacts before interviewing. The checks pointed clearly to one candidate, and a follow-up conversation confirmed the fit — so they made a written offer with expectations set out from day one.

After the offer is accepted 

Once the candidate accepts, confirm the terms in a written employment contract (see Agreements and contracts) and plan their induction so they start well. 

Common questions

When should reference checks be done?

Usually after interviews, with previous employers where possible, using a consistent set of questions based on the role, the person specification and the interview. 

Can a job offer be conditional?

It can be conditional on accepting a guarantee of annual earnings, but not on signing an Individual Flexibility Agreement — consent to an IFA must be genuine.

Do job applicants have workplace rights?

Yes. Under federal law, prospective employees have the same protections as employees — an employer must not discriminate or take adverse action when offering terms and conditions. 

What happens after a candidate accepts the offer?

Confirm the terms in a written employment contract and plan the new employee's induction so they start well.