Decision
Structure HR discussions around motivation, expectations and joining readiness, with clear alignment and open questions.
A successful offer depends on more than interview performance. The candidate and employer need a shared understanding of the role, practical requirements and conditions for joining.
Explore the candidate’s understanding of the role and responsibilities.
Capture the candidate’s stated reasons for considering the opportunity.
Clarify relevant location, schedule and work-arrangement requirements.
Record expectations for discussion through the organization’s offer process.
Clarify the candidate’s stated availability and remaining dependencies.
Make unresolved points visible to the responsible recruiter or manager.
Review the information captured, the evidence behind findings and the questions that still need a responsible person's attention.
The points discussed and understood by both parties.
The candidate’s stated motivation and interest.
Availability and relevant practical considerations.
Open issues for the person approving the next step.
The HR conversation addresses explicit, job-relevant questions and the candidate's stated expectations. A vague personality or culture-fit verdict is not a substitute for that record.
Phone establishes initial readiness. HR revisits expectations and unresolved issues with the context of the completed evaluation.
Compensation decisions remain with the people authorized under the employer's policy.
The approved decision and the relevant expectations and joining information needed for the offer workflow.
