Most companies usually conduct background checks on candidates applying for a new position. These checks are performed with the consent of the person who has applied for the position.
Usually, a person’s background check comes up in interviews. Still, when it does not and is discovered after offering the job through an email, it is necessary to rescind the job offer by sending a letter to the candidate.
What is the correct way to write a letter to rescind a job offer for background checks?
There is no specific format for this type of letter since the situations in which they are sent can be diverse. But in short, there are general aspects to consider when drafting it.
Since it is a formal letter, all the text should be aligned to the left of the page. As a general rule, the letter should start with the date on which it was written and consecutively add the sender’s information, human resources in this case.
Then, the candidate’s personal information should be added, which is the person to whom the letter is addressed. Then, the subject of the letter should be added. In this case, it would be “Rescind job offer…” and add the position that is no longer available for the candidate.
The salutation should be placed before the development of the letter. In the body of the letter, you should speak respectfully but firmly about withdrawing the offer due to the background you have encountered.
It is important not to make any discrimination in the body of the letter, and in the last paragraph, when saying goodbye, wish good luck in future opportunities.
The sender’s data is added again, and the letter is closed with a signature and the company’s seal to finalize the letter. Here is a format that will help you to write your letter.
When to send a letter to rescind a job offer due to a background check?
In general, some companies have a policy that specifies that people with incriminating legal background checks cannot be part of the company’s payroll since they could disrupt the work environment.
Usually, the search for candidates for an open job vacancy usually attracts all types of people, even those with no experience in the area for which they are being recruited.
It is the job of the recruiting staff to decide who are the people who could fit the profile of the vacancy through the interviews conducted.
It is common to find a candidate who is perfect for the position and meets all the necessary guidelines, who is promptly sent a job proposal to fill the vacancy, and who, unfortunately, turns out to have a criminal record.
The background check is not only focused on those related to crimes or jail time. It is also about verifying that all the information provided by the candidate in the interview is factual and that there are no red flags in their background.
The candidate’s history is reviewed, from criminal history to education history and previous employment. If the candidate is found to have omitted important information related to these histories or lied, the check is considered to have failed.
This is because some of the things in the background make the recruiting staff question whether the candidate can take the position effectively and safely. When this happens, writing a letter to withdraw the job offer already made becomes necessary.