.png)
To successfully conclude a recruitment process, both parties need reassurance that they are fully committed and will not withdraw. Promises or offers of recruitment provide security for both recruiters and candidates, thereby eliminating any uncertainty.
A form of guarantee
In a recruitment process, candidates and employers share a common goal: to move forward with clarity and avoid unpleasant surprises. A promise or offer of recruitment formalises the intention to work together, secures the next steps and prepares for a smooth start within the company.
Promise or offer of recruitment?
A promise of recruitment, also known as a letter of engagement, is a written document that obliges the employer to draw up an employment contract with the candidate if they accept it. It can therefore be considered equivalent to an employment contract. Once issued, the employer cannot withdraw it.
For a promise of recruitment to be valid, it must include:
- The employment conditions;
- The nature of the role;
- The start date;
- The duration of the commitment;
- The salary offered.
An offer of recruitment, on the other hand, expresses the employer’s unilateral intention to recruit a candidate. It must specify the employment conditions and a maximum period within which the candidate may accept it. The main difference is that an offer of recruitment can be withdrawn by the employer at any time, without legal consequences.
In Luxembourg, an offer of recruitment generally takes the form of a written document in which the employer outlines their intention to hire the candidate, without, however, making a definitive commitment until the candidate has accepted it. To be sufficiently precise, it should include:
- The employment conditions;
- The deadline for acceptance;
- The essential elements of the future employment contract, such as the role, start date and salary, so that it may be considered binding upon acceptance.
Why sign a promise or offer of recruitment?
They serve as guarantees for both the candidate and the employer.
For the candidate
For job seekers, they provide reassurance of being hired and allow them to end their job search. If the candidate is already employed, they can resign without risk.
They are also useful for students who wish to continue working for the same company after an internship or a work-study contract ends, as they secure a position and avoid a new job search.
For the recruiter
They prevent unnecessary time and financial investment in further recruitment and allow the employer to prepare for the recruit’s arrival in advance without any uncertainty. They ensure that the candidate will join on the agreed date.
What should you check before signing?
As a candidate, you must be certain that you want to start the new role and carefully check all the conditions outlined in the promise or offer. If you are involved in multiple recruitment processes, you cannot sign a promise and later withdraw to accept another offer. You must therefore be fully committed before signing.
For recruiters, it is essential to be certain about the hire and to avoid issuing promises to multiple candidates for a single position.
For more advice on recruitment in Luxembourg, visit our blog.