Take Offer Letter And Then Does Not Joins - CiteHR
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
Maulik Dave
Hr Professional
Business Development
+3 Others

Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
I am working as Hr professional in It company , i usually face this problem
When an offer is given to a Candidate, many times he accepts the offer and then does not join the organisation. In such case lot of resources are wasted , What can be done to make sure that a person who has collected offer letter joins the organisation.

This is a very common issue which every industry is facing. As a HR we invest lot of time & resource & end up with not joining of candidate which is frustrating too as miss out on our deadlines.
With so much opportunities for both company & candidate, this is going to be an ongoing issue.
Suggest you always keep a back up; with back up i mean you should have a second layer of shotlisted candidates so that you can offer them immediately.
Alternatively, you can attach certain conditions to your offer (which isn't legal & you should consult your company's advisor). I have come across lot of IT companies who keep the original credentials until joining, keeps a refundable cheque & so on so forth. You'll have to ensure which rule to apply & when so as not to harm your company's reputation.
Ideally there is no solution to it & you have to deal with this in innovative way.


As suggested by Hiral, the best option is to have back-up especially for IT/ITES or any other service sector.

If you find this as a burning issue then I would suggest you to get into the root cause. You mentioned that lot of resources are wasted, I assume that you are talking about the time invested by the HR for this activity. Why don’t you invest some more time to understand what drives them to accept this offer? You can also use behavioral interview question as part of interview process.

If candidate does not show much interest to know about his role/ the project /company – you can arrive at some conclusion whether he would accept the offer or not. Also it provides you some input about what is he looking for in his new role.

Also, you can throw few questions that help you in analyzing them on how serious are they about this offer:

1) What is your expectation in your new role?

2) Do you have any offer? Or how many offers do you have?

3) How interesting / appealing is this role to you?

4) What do you do if you get a better offer? Or If you have been offered much better package than what we offered, how do handle that situation?

5) What is your expectation from our company – in terms of culture/ growth/projects/technology/ etc.. Could be anything ask him to explain in detail.

6) Given an opportunity, what would you like to change in your previous organization?

7) If your current organization offers attractive package, what’s your call?

You can prepare such question……..it really helps

@S. Chopra,

Good Afternoon.....!!!!!

I second Ms. Mehta for her suggestion in the Last paragraph. I am also managing IT company as HR manager & facing this kind of issues. I have suggested few solutions to the management & it works well.

1) This issue generally happens when we are issuing offer & Candidate En-cash offer to some other company for more hike. So they want join us.

Solution : Issue offer letter without Package may use following lines "The package will be as mutually discussed & Agreed in Personal interview held on {Interview Date}.

2) You may use Endorsement Agreement which describes "Once the offer is accepted by candidate the candidate can not deny to join else a legal action can be taken as per endorsement Agreement" You can assign a valid reason by saying that company has invested time for the entire recruitment process. Some time we hire though consultancy & invest money as well. Again, We plan recruitment to ensure proper execution of projects.

So in my opinion above two options are the best way to resolve this kind issues.

Expert comments are still invited if I am wrong on any point.

Mr S Chopra,
This is a common issue.
1.Sometimes the person getting offer letter from the prospective employer uses offer letter to negotiate with his present employer. 2.Ensure that you don't negotiate on salary part too much so that the offered salary is not allowing him to get the expected jump ( say less than 25% ).In such case the candidate will not take unnecessary risk to change the job.
3.You must also give some idea to the prospective employee about what kind of carrier plan you are making for him so that he will take an appropriate decision while accepting the offer letter.
4.Image of your company in job market also matters in this case.
Satish Akut

@S Chopra
With all due respects, mentioning that legal action can be taken because the company has invested time will not stand the test of law. The same applies to the candidates whom you have not selected. They have invested lots of time attending multiple rounds and somewhere during the process you have dropped them because you found a more suitable employee. Can they sue you for wasting their the me. No, they cannot.
If I were a candidate, I will not accept a letter which does not mention the salary details in black and white with the figures and also the take home salary.
Candidates are not commodities and they are equal partners of a contract.
Keeping back up candidates is the best option. This way, the lead time for a person being made available, when a candidate does not join is shortened.

Dear All,
I appreciate the suggestions given by you all, I agree with Hiral Mehta, that keeping a list of Shortlisted employees will be a better option as we cannot ask any candidate to sign the Endorsement Agreement which describes "Once the offer is accepted by candidate the candidate can not deny to join else a legal action can be taken as per endorsement Agreement"
as suggested by Maulik dave, it might affect the reputation of the company and it might be possible that the candidate willing to join will get negative impression about the company.
@ Nirupa, thanks your questionnaire is quiet relevant , will start implementing it my company.
S Chopra

Dear S Chopra
I feel happy that you have understood the issue. Just as companies take efforts in choosing the BEST candidate, job-seekers too are on the look-out for the BEST company, best packages and best career prospects.
This obsession with the Best is mutual and quite human.
You have to exercise discretion and select not the best candidate among those who have applied, but one who fits the bill and is reasonably good.
I am sure you have HRD or Training & Development departments or such opportunities where you can polish the talents of such applicants and motivate them for far superior performances.
Also remember, people who will COME for money, will also LEAVE for money.
Recruitment policies need to be rational and realistic; rather than Copy-book idealistic. Better think of GROWING talent rather than Choose-n-pick talents.
Warm regards.

Hi one and All,
Thank you Raj Kumar For Educating us in terms of Growing Talents Even I was facing the same Problem as we scale lots such issues commonly triggered.
Archana nath.
Gizmo Infotech

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™