Recruiters must know what to verify before issuing an offer, because an incorrect or incomplete offer can cause rework, delays, and lost candidates.
List the essential details: job title, salary, start date, schedule, benefits, employment type, and approvals. Explain why each matters and how you would document the confirmation.
Start by listing the non-negotiables you would confirm: the exact job title as it appears in the system, the base salary and any allowances or bonuses, the confirmed start date, the work schedule including shift and rest days, the employment type such as regular, probationary, or project-based, and the benefits package like HMO coverage or leave credits. Then explain that you would ask for written or chat confirmation from the hiring manager, not just a verbal nod, because in a BPO or corporate setting these details often change between the verbal offer and the final approval. Say plainly that you would also verify the approval level, whether the offer needs sign-off from finance or a director, and the candidate's current notice period so the start date is realistic. Mention that you would document everything in the applicant tracking system or a confirmation email, and if any detail is unclear, you would ask follow-up questions immediately rather than assume. Close by saying that this prevents the awkward situation where a candidate resigns based on a wrong salary figure, and it keeps the process professional and DOLE-compliant.
Filipino candidates sometimes say 'Okay na po yan' without asking for the exact start date or salary, then later discover a mistake. Instead say, 'I just need to confirm the start date, salary, and schedule before I send this out.'
Situation
During my internship with a shared services recruitment team, I was asked to prepare an offer summary for a newly approved accounts payable clerk. The recruiter wanted the letter ready within two days.
Task
I had to confirm all critical details with the hiring manager so the offer letter would not be delayed or sent with incorrect information.
Action
I requested the official job title, approved monthly salary, start date, shift schedule, employment type, and whether the role was a new position or a replacement. I also checked the benefits package, probationary period, and pre-employment requirements such as medical exam and background check. I placed all of these on a one-page approval sheet and asked the hiring manager to sign it before drafting the letter.
Result
The offer letter was approved on the first submission with no corrections, and the candidate received it within the two-day target.
Confirming all offer components in writing before drafting prevents rework and candidate frustration.
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