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Offer Declines : How to tackle ?
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Chrm Message From: prabhakar rao Total Posts: 35 Join Date: 01/11/2009
Rank: Executive Post Date: 09/11/2011 12:26:39 Points: 175 Location: India

Dear All,

Recently we have encountered a problem "people accepting offer and declining it just before the joining date". This purely seems to be a case of misusing the offer for getting higher benefit.

These kind of issues have become frequent and this is just not accepted because recruitment process takes lot of time, energy, money and resources. We tried finding out the reason why this could happen, and i feel there is high competition in the industry on job offers and hiring, recruitment has become one of the biggest challenge.

I would like to know from knowlegable people how or what are the best tips to

- Convert the offers to joiness.
- What action an HR takes on people who play around with a company's offer.
- And what can be done for a candidates who declines to join at the last minute of their joining. (the kind mailers or notice etc)

Please share with us some of the best practices followed in the industry to counter this problem.

P. Rao

Chrm Message From: sbai Total Posts: 21 Join Date: 01/11/2009  
Rank: Executive Post Date: 11/11/2011 09:09:15 Points: 105 Location: India

It is quite difficult to solve this problem which is quite a demand-supply related issue in today's times. We could only try minimizing its occurrence.

Luckily senior professionals are relatively more committed than others. One of the thing which works better with them is to seek their FORMAL CONSENT by email before processing his / her case for every specific position. Once they have given their consent in writing they are likely to remain more committed to their candidature for a specific job. We have seen number of them saying NO at this stage only, so that saves our and our client's time. Only those who are serious enough respond in affirmative. However,
still some last minute dropouts are possible.

Any other effort in improving situation will be welcomed.

Chrm Message From: kshma kapadia Total Posts: 14 Join Date: 01/11/2009  
Rank: Executive Post Date: 02/04/2013 00:46:55 Points: 70 Location: India

We should never share the CTC figure to any candidate in Offer Letter. Just email them a simple text mail or excel sheet without company logo in that file. In this case the chances of missusing offer letter or encashing same in present company are low.


Every point needs to be taken care from Corporate, any action or papers or mailers or any a single action against candidates declining offers cant be taken as they have rejected the offer. Employer can take the action if once candidate has joined.


One more thing you can do is ask copy of candidate's resignation duly signed by their immediate managere. You can ask for resignation's copy within a week as you give them offer letter. This will assure you joining upto a sufficient level.



Chrm Message From: shekharmm Total Posts: 13 Join Date: 01/11/2009  
Rank: Executive Post Date: 08/04/2013 03:59:15 Points: 65 Location: India

Companies used to send soft copies of offer letters to out station candidates from our company id. Here in case of out station candidate, give them salary break up print out on a plain paper at time of thier personal interview or let them note the break up in thier dairies.

 In terms of thinking as a candidate: 

When a senior HR or Technical person is giving break up to the candidate, there is no mean to doubt it. Candidates are agree with them because they know if he will put trust on company before joining only than company can trust him after joining. Further, company won't spoil there image by changing break up after joining of candidates. So this matter goes as trust of employee-employer on another. 

As far as following this practise is concern, we are used to with it as almost of our clients have started using them to reduce the ratio of declining offers by candidates. 

I invite other members to share their view points.

Chrm Message From: nath Total Posts: 36 Join Date: 01/11/2009  
Rank: Executive Post Date: 27/04/2013 03:21:39 Points: 180 Location: India

Dear professionals,

I would like to invite your views on this issue. I believe many of you frequently face similar situations reference this thread that I have been following so far.

* Include a clause in the offer letter which would require the candidate to join the organisation on a particular date. If the candidate fails to join after a written confirmation accepting the offer , the clause will say "You shall pay to the Company by way of liquidation damages and not as a penalty a sum equal to 1 month's salary or 3 months salary."

This is practised in other countries and the oppurtunity is " it shall dether unscrupalous candidates from manipulating". The challenge may remain in actual implementation, but the existance of this clause will sensitise the candidates to be serious about accepting / declining the offer.

Please share your opnion and views on this topic.

Best Regards,


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