This article is for administrators.
Use the following best practices and resources to help move candidates through the offer stage efficiently and close positions faster.
Best practices
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Start a background check early in the hiring process. Use an integrated background check vendor in Recruiting.
For more information, refer to:
- Extend user permissions to allow authorized users to submit background checks. You can grant access to all users or specific users.
- Add an optional integration with your company's DocuSign account to streamline offer-related documents.
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Send templated emails for reference checks to maintain consistency and reduce manual work.
For more information, refer to:
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Complete all fields in the offer approval form to prevent delays during the approval process.
For more information, refer to:
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Use and edit offer letter tokens to reduce the number of templates you need to maintain.
For more information, refer to:
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Extend offer-related user permissions to additional team members to help move offers through the process more quickly.
For more information, refer to:
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Set up notifications to alert yourself and other users of when an event happens with a candidate on one of your jobs.
For more information, refer to:
Demonstration
Watch the Leveraging the Offer Stage Demonstration to learn more about managing candidates during the offer stage.
- negotiation
- video
- offer letter
- offers
- docusign
- recruiting job offer
- closing the deal for a job in recruiting
- on-demand video
- expert session
- what resources can help close a candidate during the offer stage?
- close a candidate during the offer stage
- offer stage
- candidate offer process
- close candidates
- background check
- background screening
- docusign integration
- offer approvals
- offer approval form
- offer letters
- offer letter tokens
- recruiting email templates
- reference checks
- hiring workflow
- candidate management
- notifications
- user permissions
- job offer management
Updated: August 27th, 2026 5875 views 0 likes
*This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.