These days, lots of companies offer job offer letters without mentioning the compensation structure. This prevents candidates from using the offer as a bargaining tool to negotiate a better package from their current company. The compensation package should be clearly presented to candidates, discussed in detail, and a signed copy should be retained by the company. The same information should be provided to the candidate on the day of their joining. This approach works very effectively.
From India, Delhi
Acknowledge(0)
Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear Chaitsip,
This kind of situation is very common in nature. You will face this kind of situation while doing recruitment, which will irritate you, frustrate you, and at one point, you will start thinking to change your field. But believe every designation/job profile comes with its pros and cons; hence, relax, don't lose your patience, and be calm. You cannot change anyone's mindset. I have been handling recruitment for a long time and face such unwanted situations every day. My advice would be to avoid such situations by keeping more candidates in the pipeline so that if some candidates do not turn up, you can select someone from your pipeline. Best wishes for your future endeavors.
From India, Delhi
Acknowledge(0)Amend(0)
1This kind of situation is very common in nature. You will face this kind of situation while doing recruitment, which will irritate you, frustrate you, and at one point, you will start thinking to change your field. But believe every designation/job profile comes with its pros and cons; hence, relax, don't lose your patience, and be calm. You cannot change anyone's mindset. I have been handling recruitment for a long time and face such unwanted situations every day. My advice would be to avoid such situations by keeping more candidates in the pipeline so that if some candidates do not turn up, you can select someone from your pipeline. Best wishes for your future endeavors.
From India, Delhi
Acknowledge(0)Amend(0)
I think a very practical solution is to make two Offer Letters (OL). OL I will have all the details, including designation and CTC being offered, but OL II will not have designation and CTC. Only OL II will be given to the candidate, and OL I will be signed by the candidate but will be kept with the employer. OL I will be handed over to the employee the day he joins. This minimizes the misuse of the Offer Letter by the employee for negotiating a better salary based on it. Some of our leading clients are practicing it very successfully. It works, believe me.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Hello,
We have been facing such situations in the past and thus invented an idea to overcome this panic situation. In our organization, whenever a candidate is selected, we immediately inform the candidate that we will not be able to give any offer letter or LOI. Rather, we will issue an appointment letter (consultant agreement) 15 days after your joining. This way we have been benefited in two ways. First, selected candidates who are genuine agree to the situation and fully accept our decision. Second, candidates who are over smart and have intentions of misusing our offer letter at their existing company or elsewhere simply reject our offer and go away.
So, in both cases, it's a win-win situation for us as an organization. Once the candidate joins us, we issue an appointment letter after 15/20 days of his/her joining. We are happy working this way, and genuine candidates support us too. See if this suits you and if you can follow the same way.
From India, Pune
Acknowledge(0)Amend(0)
We have been facing such situations in the past and thus invented an idea to overcome this panic situation. In our organization, whenever a candidate is selected, we immediately inform the candidate that we will not be able to give any offer letter or LOI. Rather, we will issue an appointment letter (consultant agreement) 15 days after your joining. This way we have been benefited in two ways. First, selected candidates who are genuine agree to the situation and fully accept our decision. Second, candidates who are over smart and have intentions of misusing our offer letter at their existing company or elsewhere simply reject our offer and go away.
So, in both cases, it's a win-win situation for us as an organization. Once the candidate joins us, we issue an appointment letter after 15/20 days of his/her joining. We are happy working this way, and genuine candidates support us too. See if this suits you and if you can follow the same way.
From India, Pune
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Offer letter.pdf
Sample Internship Offer Letter.doc