Waiting for a Job Offer Letter: How Long Should I Wait Before Following Up?

I attended three interviews in succession and got through all of them—job role specified, salary negotiated, etc. I was promised an offer letter through email on the very day of the final interview. It didn't come. The HR said they have to get the MD's approval. Another day passed. It didn't come. When I tried to call, HR says they will send it soon but haven't sent it yet. It has been two days already. What should I do? Should I give them a week and then call up? I also don't want to keep calling and show that I am desperate.

Exhilaration comes into play when you hear from an employer that you are selected and an offer is to be released. It has only been two days; your decision to give a little time to the HR is needed—as no one is aware of what the MD is up to. He might be traveling or over-involved in meetings, and the HR personnel is unable to discuss the matter at pace.

It happens every now and then when dealing with offers; especially without the consent of the management, HR cannot move forward. Your endurance shall keep you in fortitude. Remember, they will have to fill the position, and if they genuinely had any issue to extend your offer, they would not have returned your calls.

Await another 3 days, and that will make it a week. Inform the HR then; perhaps it's time to explain your situation. All the best!

Regards

You can send an email to HR inquiring about the offer letter. Please refrain from making additional phone calls regarding this matter.

Regards,
Deepali

When I called HR yesterday twice, somebody else picked up and said HR is in a meeting. Only when I called from an unknown number did HR come online. Maybe it was a coincidence, maybe purposeful. I am not able to make out. If it is on purpose, it leads me to think if the MD has stalled the offer letter? If so, for what reason. It's baffling.

As I said, you never know what's happening on the other side. Your perplexity will not help you if you think too much. Try other options meanwhile this week while you follow up with HR. A couple of calls in the next 2 days should help you understand what they are up to. Don't be cynical about the situation; be an optimist!

Like Harsh and Sharmila Das mentioned, give them a week's time—and follow it up with an email. And again, like Harsh mentioned, "In the meantime, keep looking for another position." What he left UNSAID is this: you MAY NOT have got this job. I know this could HURT, but that's life. Whether we like it or not, there are many HR professionals who have a wrong or misplaced notion that 'giving bad news should be avoided' and in the process convey absolutely CONTRADICTORY messages. What they fail to realize is that conveying the BAD news ISN'T as bad as conveying the WRONG news.

I suggest looking for other openings and DON'T STOP until you get an offer IN-HAND. Just keep going. All the best.

Regards,
TS

Despite all your advice, I still made a call. She said, "Sorry I forgot. I will send it in half an hour." It didn't come. After two hours, I called again. She said, "Sorry I was in a meeting, will send it right now." It didn't come. I called after half an hour and asked if there was any problem. She said no. I asked if the MD had signed. She said yes, it is ready. It is hectic for her, and she could not send it. But she will send it before she leaves the office. But till this morning, it didn't come. It is disturbing that this HR woman can be so inefficient. I wonder how the organization is! But, I actually am at my wit's end and feel like a fool. Maybe email after a few days and leave it at that. I don't know what else to do!

While empathizing with your situation, I think you already got suitable suggestions from the members. Just MOVE ON. And I think you are wrong when you say "...this HR woman can be so inefficient." It's NOT efficiency that's in question. It's the INABILITY of this lady to say "NO," "SORRY," etc. The nature of such people is, simply put, this: they prefer the OTHER PERSON to stop calling rather than themselves draw the curtains. From the psychology point of view, an apt example of an 'escapist'—but I guess that's beside the point & not OUR problem.

And, frankly, I think you also need to learn WHEN TO DRAW THE LINE in any such situations. All the Best.

Regards, TS

[QUOTE=aishwaryapai;2059666]HR women can be so inefficient.

First Impression Matters

First impression is the last impression. How can the HR woman be so inefficient as to delay things with a candidate? Delays do always happen, but with employees, business partners, traders, etc. But a delay and silence right at the beginning itself is an omen to watch out for. By the way, what post have they offered you? If it is HR, then you might need to join and then issue your own appointment letter (this I had done).

Hi all! Came here via another thread and just thought I'd chime in!

Firstly, I would like to know from Aishwarya what ultimately happened. Did she get an offer, has she happily joined, or did it never really come through, resulting in a reversal or not?

Perspectives on the Hiring Process

There are some perspectives here:

- **The Candidate Side:** Good interview, offer expected.

- **HR/Recruiter Side:** Strong candidate. Let us keep him/her on the hook. If he/she calls, interest and availability will keep on re-validating itself.

- **Top Management Side:** What was urgent yesterday doesn't seem so urgent today. Business is a dynamic situation. This is more so when the requirement is not a replacement but more due to expansions/declines.

- **Other Issues:** Depends. Sometimes efforts are on to retain the present employee. Not a good practice on both sides, but it happens sometimes.

As far as we are concerned, until there is something firmly in writing—and accepted in writing—there is no offer and acceptance. Till such time, the candidate should keep his/her options open. Do not rely on words—even if told verbally—when not in writing, and from a person not authorized to do so.

On the flip side, why should it be difficult for the recruiter to say relevant aspects clearly to the candidate? Well, perhaps life has taught them not to. Suppose the offer is released after two months. The candidate doesn't join. When inquired, he says the "recruiter told him there is going to be a delay/uncertainty," so he moved on. So the hapless HR/recruiter is left holding the buck!

This is how things sometimes are!

Still—and this is where perhaps many HR people lack—even if the situation is clear, say after three months, and finally the candidate is not going to be issued an offer letter, do you get back to them with clarity and thank them for their efforts and interest?

Most don't—even despite its possible advantages to their own "brand" and future career prospects. Does the company forbid them, or is it their own lack of foresight?

Would love to know the practices you as an HR/Recruiter follow.

Best,

Well, nice reply by Hardeep. But why should a recruiter call a candidate and keep him/her on the hook just in case the first meritorious candidate fails? Many companies, including ours, have a policy of keeping shortlisted candidates in hand just in case the main candidate refuses to join. This has also happened to me many times as a candidate. I have received calls to attend final-round interviews after attending the initial round 3-4 months ago, indicating that the initially selected person had left the job.

Advice for Aishwarya

What we advise Aishwarya is that it is a market of "first come, first serve" and business is business. Even if, after 2 months, the company offers Aishwarya a position and she still has not secured any job, it means she will likely accept. However, if she has already joined a new job, she may refuse to join or even leave her new job of 1 month to join this company. After all, candidates need to consider their needs and wants.