Impact of Declining a Job Offer After Acceptance
If someone accepts a job offer from a company and subsequently resigns from their current position, but then receives a retention offer from their current employer that they find appealing, what happens if they decide to stay with their current organization? Specifically, what are the potential repercussions of informing the new employer that they will not be joining after all? Could the new employer blacklist the employee, making them ineligible to join the organization in the future?
Regards
From United Arab Emirates, Dubai
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If someone accepts a job offer from a company and subsequently resigns from their current position, but then receives a retention offer from their current employer that they find appealing, what happens if they decide to stay with their current organization? Specifically, what are the potential repercussions of informing the new employer that they will not be joining after all? Could the new employer blacklist the employee, making them ineligible to join the organization in the future?
Regards
From United Arab Emirates, Dubai
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Dear Deepak,
It will depend from company to company. Certain companies do blacklist such candidates. There is no hard and fast rule. There are numerous instances of employees being offered better CTC after they put in their papers. There are companies that do not mention CTC in the offer letter merely to circumvent the offer letter from being used as a tool to extract better CTC from the current employer.
Best Wishes,
Col. Rathi
From India, Delhi
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97It will depend from company to company. Certain companies do blacklist such candidates. There is no hard and fast rule. There are numerous instances of employees being offered better CTC after they put in their papers. There are companies that do not mention CTC in the offer letter merely to circumvent the offer letter from being used as a tool to extract better CTC from the current employer.
Best Wishes,
Col. Rathi
From India, Delhi
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Discussion on Blacklisting Employees
Yes, there are no hard and fast rules.
I have a point to discuss regarding blacklisting employees. If an employee resigns and confirms joining a new organization, is it fair to blacklist him or her? If he or she is a potential candidate, can't you consider them for future employment?
Don't just blindly decide to blacklist the employee. Consider the other side. If an employee submits their resignation, don't you have any retention strategy to keep them due to their performance, project requirements, etc.? If they are retained, do you think it is an unfair practice?
I strongly disagree with blacklisting an employee who is retained by the existing employer.
There are many candidates who will have offer letters in hand, resign from the company, and still look for other opportunities using the offer letter to demand more pay. What do you want to do for these candidates?
What steps have you taken as an alternative in their position?
Regards
From India, Bangalore
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Yes, there are no hard and fast rules.
I have a point to discuss regarding blacklisting employees. If an employee resigns and confirms joining a new organization, is it fair to blacklist him or her? If he or she is a potential candidate, can't you consider them for future employment?
Don't just blindly decide to blacklist the employee. Consider the other side. If an employee submits their resignation, don't you have any retention strategy to keep them due to their performance, project requirements, etc.? If they are retained, do you think it is an unfair practice?
I strongly disagree with blacklisting an employee who is retained by the existing employer.
There are many candidates who will have offer letters in hand, resign from the company, and still look for other opportunities using the offer letter to demand more pay. What do you want to do for these candidates?
What steps have you taken as an alternative in their position?
Regards
From India, Bangalore
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