This is something like letter of intent before the firm purchase/work order is placed in business.
However, there is no harm in giving the appointment order and advising the candidate to join on a specific date. But should be clearly mentioned that, if the candidate fails to join on the specific date, the appointment order will automatically stand withdrawn and cancelled.
I would suggest not to give the appointment letter before joining.
Why do you meed to do that, and if the selected candidate is asking for it giving some reason, most chances are that he / she will use it as a tool in other interviews and might never turn up if gets a better offer.
This is a common scenario happening across all domains, so whatever the reason is given by candidate, do not get carried away. Let him join and do all the formalities and then after 10 -15 days issue appointment letter.
In some cases, candidate after studying all T&C, SALARY etc., CHANGE IS MIND & DONOT JOIN.
So; all efforts got wasted. Cos. T&C, Salary are disclosed. Purpose didnot serve.
Safer to issue Offer Letr. after selection. After Joining; issue A,O.
Appointment letter should always be issued on joining as a management practice. It has reason. When candidate is selected , you have issued an Offer Letter, given time to go back his company , where he submits resignation letter. He is expected to submit relieving letter, exp. certificate from this employer which in any way can not be ignored. It so happens at times, candidate do not turn up as he negotiates his remunerations there also or his family members , relatives all do not agree to relocate at new place etc etc.
Therefore , it is logically and strategically advisable to hold issuing appointment letter until candidate joins your organization. There are instances when for minor and very small thing candidate is unwilling to join. Like pick-up facility, bigger house in colony, car facility, very nominal increase in salary. If you have issued already appointment letter, you will not be listening naturally all such petty and minor requirements for corrections whicfh accommodates you better manage . After all , recruitment is time and cost based exercise.
Director-Future Instt.of Management and Technology
Labour Law Adviser