Why Employment contracts should come from YOU (the business) and not ME (the recruiter).

Offer’s accepted, great.

Contracts prepared, fantastic.

Who sends it?

This is just my view (so the correct view ??), but I’m perplexed when a client wants me to send out an employment contract.? To this day, it’s probably a 50/50 scenario I face at placement between clients who want to send the contract themselves vs ask or expect me to send it.?

My position – my role as a recruitment partner doesn’t end (far from it), but is ultimately to get us to the offer.? From the point of offer, we are officially transitioning into the onboarding phase as far as I'm concerned.?

How you handle the transition from offer to their first day is all part of the onboarding experience and sets the tone for the candidates’ experience of you as an employer.? ?I’m staunchly in the camp that employment contracts should come directly from the hiring business. Here’s why:

Onboarding Starts Immediately

I’ve already said it, but from the moment a candidate receives their contract, they begin to form impressions of you, their new employer. Employment contracts are no joke; they’re important documents, and maybe more importantly, at this crucial stage of the process, they offer a chance for connection that you SHOULD NOT MISS.? As a recruiter, while as involved and professional as I might be, I simply don’t carry the same weight as you – the business they’ll be joining.

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Consistent Positive Messaging

Three words every client has heard from me.? A direct message allows you to craft a personalised and welcoming message, setting a tone of warmth, welcome and professionalism. A "Welcome aboard! We’re thrilled to have you join us!" from the business speaks volumes compared to a neutral, transaction-like email from the recruiter. I can come up with the fluffiest of messages; believe me, I can rally the Rohirrim (one for all you LOTR fans), but the message is far less meaningful.

?Coming from me.? This is an easy first step in creating a sense of belonging and enthusiasm.

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Building the Employer-Employee Relationship

An extension of what I’m already espousing, but the employment contract is a symbolic and tangible representation of the employer-employee relationship. By taking ownership of this step, you strengthen that bond, reassuring candidates that you take your hiring and selection seriously.

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Risk of the "Middleman" Effect

You’ve found a great candidate, but they have multiple offers.

You elect the recruiter to handle the contract delivery.

Your competition goes in directly....... “Here’s your contract”.? “We’re so delighted”. “You’re so amazing”.? “We can’t wait”.

All things being equal – who is at a disadvantage in this process?

Fact: there’s a risk of introducing a sense of detachment. Candidates might feel like the employer isn’t fully engaged in the process or, worse, that their relationship with the company is purely transactional.

Direct communication eliminates this potential barrier.

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Trust Me.? Go with the Personal Touch

When sending out contracts, accompany them with a warm, personal, direct message.

Share excitement. Provide contact points for any questions. Give them an outline of the next steps.

This small effort can go a long way in making new hires feel valued.

So, next time you prepare an employment contract, ask yourself: who do I want to set the tone for this new relationship? Trust me—it should be you.