Follow-up after a job interview is critical to ensure that no points are missed while evaluating the candidate, the

contact information is checked with the interviewee, Campbell prefers to contact via email and/or cell phone, depending upon the scenario. After the interview is conducted a thank you email is sent by the panel to the interviewee. When the decision is taken, Campbell notifies the potential candidate by calling them on their cell phone and sending a formal approval email. For those candidates who could not make it for the next level are sent an email, notifying them about the rejection.

Acceptance letter Dear __________________________________: It is my pleasure to extend the following offer of employment to you on behalf of Campbell. This offer is contingent upon your passing our mandatory drug screen, our receipt of your college transcripts, and any other contingencies you may wish to state. Base Salary: Will be paid in bi-weekly instalments of $2,250, which is equivalent to $58,500 on an annual basis, and subject to deductions for taxes and other withholdings as required by law or the policies of the company. Bonus (or Commission) Potential: Effective upon satisfactory completion of the first 90 days of employment, and based upon the goals and objectives agreed to in the performance development planning process with your manager, you may be eligible for a bonus. The bonus plan for this year and beyond, should such a plan exist, will be based on the formula determined by the company for that year. Non-Compete Agreement: Our standard non-compete agreement must be signed prior to start. We welcome you again. Ankit Gandhi

Rejection Letter Thank you for giving us the opportunity to interview you for a position with our company. The position we discussed has been filled. It is always difficult to choose among the many candidates whom we interview. After careful consideration, we cannot offer you a position at this time. We will however, maintain your resume in our active files for a period of one year and contact you should the need for further interviews arise. Again, we thank you for your interest in our company and wish you every success.

Sincerely, Name Title Campbell

Legal constraints

Charges of discrimination in hiring are serious issues for employers, and as an interviewer, Campbell undertake tremendous responsibility in representing it properly. In general, however, people who come in to interview for jobs expect to be treated fairly and without discrimination based on factors other than their qualifications for the job. Charges of discrimination arise when a candidate feels that he or she were treated unfairly because of they belong to a particular group, such as an ethnic group, because of their gender, age, disability, sexual orientation, religion, marital status, whether they have children or not, etc. Often, discrimination is unintentional that is, interviewers treat a candidate in a way that is misunderstood by the candidate and offence is taken when offence was not intentional. It is important to treat all job candidates with respect and dignity To minimize the risk of discrimination lawsuits, its important to be familiar with topics that arent permissible as interview questions. Avoid illegal interview questions. For example, you shouldnt ask a female applicant detailed questions about her husband, children and family plans. Such questions can be used as proof of sex discrimination if a male applicant is selected for the position, or if the female is hired and later terminated. Older applicants shouldnt be asked about their ability to take instructions from younger supervisors. It is also important to avoid making statements during the interview process that could be alleged to create a contract of employment. When describing the job avoid using terms like "permanent," "career job opportunity," or "long term." Interviewers should also avoid making excessive assurances about job security. Avoid statements that employment will continue as long as the employee does a good job. For example, suppose that an applicant is told that, "if you do a good job, there's no reason why you cant work here for the rest of your career." The applicant accepts the job and six months later is laid off due to personnel cutbacks. Stating your expectation clearly is better than trying to solve candidates childcare problems for them. Simply state the requirement and ask the candidate if he or she can meet that requirement; this is called careful phrasing. If hiring abroad, employer need to know the law in those countries, as well, and customs, too. For example, in Mexico it is common practice for an employer to go out to a candidates home in the evening and interview his or her family in addition to interviewing the candidate in the office during work hours. In Malaysia it is common to advertise a job opening to a specific ethnic group, as employee populations are carefully balanced so that equal numbers of the three dominant minorities (Chinese Malaysians, local Malay and Indians) are represented.