Candidate Accepted the Offer but Didn't Join: What Should Employers Do Next?

Dear Experts, please advise me on what to do if a candidate accepts an offer but does not join the organization. As an employer, what steps should we take? Thank you.

Addressing Candidate No-Show Issues

This is a very recurring problem these days. Perhaps newer issues call for newer thinking, and old solutions and work methods are insufficient. One method is to keep the dialogue ongoing; update the candidate every other day. Provide information about the organization, its success stories, and address any concerns or problems the candidate may have. Waiting for the candidate after sending the offer letter may lead to recurring issues. Maybe adding a personal touch would help.

Thank you for giving me suggestions on the same. Can we draft an email to cancel the job offer for a candidate?

There will be an offer valid date mentioned on the offer letter. If not, write a follow-up email stating that the offer will be canceled on or before a certain date if not accepted. Ensure proper formatting to enhance readability and clarity for the reader.

Dear Colleague,

The sharing by the colleagues is very apt for this challenge that every organization is facing.

Onboarding challenges

Onboarding the offered candidate is a significant challenge that is only possible through a robust system of constant communication with the candidate. Early diagnosis of whether the candidate will join, obtaining the resignation copy that the offered candidate submitted to their current employer, receiving the resignation acceptance copy from the candidate, and understanding the post-offer mindset of the candidate through continuous dialogue are all common practices. However, many candidates still back out at the last moment, causing inconvenience for the TA team and the business. The solution is to present both Choice 2 and Choice 3 during the Personal Discussion, and if one backs out, promptly move on to the next offer and repeat the process.

Standard clause in offer letter

Regarding the second point, please consider incorporating a standard clause in the offer itself to avoid repetitive writing:

"If you do not join on or before the agreed date, the offer will automatically be considered withdrawn and rendered null and void. This is an important point to note from your side."

Thank you,

Dr. P. Sivakumar
Doctor Siva Global HR
Tamil Nadu

Challenges with the New Generation Workforce

This can be considered a new problem with the new generation of the workforce. It is often witnessed in cases where the prospective employee feels that the organization has a laid-back attitude and does not engage in updates.

Solution: Maintain Frequent Communication

One probable solution to such an issue is to maintain frequent communication with the employee. They need to be updated on the status of the onboarding procedure. This will portray an image of an active work environment within the organization and encourage them to look forward to being a part of it.