This may once again be on of those cultural things that I don't get being from the US. We have the same problems with candidates backing out at the last minute after accepting an offer. Our approach is proactive in a positive way (versus highlighting the penalties later.) We will do things that get the candidate to psychologically or otherwise commited so they stop interviewing. For example, invite the employee to come into the office to fill out paperwork or attend a company meeting or function. Have them work (paid) a few hours a week doing something from school. If there is a signing bonus, go ahead and give it to the employee with a short letter that says, "of course, if you do not start, you will have to return the money." Have the future co-workers invite the employee to lunch. Add the candidates email to a distribution list of the Company newsletter. There is nothing that would work in the US to legally prevent the employee from working somewhere else, but you should use whatever cultural norms work to make the candidate feel a part of the team and, as a result, make the candidate feel extremely guilty about continue to look for employment elsewhere. Plus, if you are putting forth a positive image, the candidate will want to say, "no - I don't want to talk with you - I am working for XYZ company starting in May." Not sure T-shirts are as popular with college students there, but we would send a large box for the employee to wear - the more they tell people they are going to work for you, the more likely it becomes they will. Regards, Jordan