Getting a candidate accepted is only half the fight in today’s cutthroat workforce arena. A significant challenge in the hiring process is the time between accepting an offer and the first day, which is increasingly leading to candidates withdrawing their commitments. This process, known as “offer reneging,” has created tension for HR, leaving them scrambling and resulting in unfilled positions.
The Ongoing Challenge of Offer Reneging
According to recent research by Gartner, offer reneging is still active in the market. Recruiters are still observing the trend of candidates backing out after accepting. Here are some prominent reasons shared by candidates with us while interviewing:
- They are prioritising compensation and career growth, and considering work-life balance
- Opportunities to learn new skills
- Extended notice periods give candidates time to reconsider and shop for newer offers
- Better PTO/sick day policies
- Better working conditions
For organisations, the list of consequences extends beyond disappointment. Each instance of offer reneging can cost 1 to 3 months of additional recruitment time, leading to increased spending on repeated hiring expenses and significant operational disruptions when critical profiles are not closed on time.
To delve deeper into the challenges of offer reneging and understand the psychology behind the commitment gap, we also took close reference from a few studies conducted by Gartner and RippleMatch. .
The Psychology Behind the Commitment Gap
Understanding why candidates renege requires diagnosing the psychological factors at play during this vulnerable period:
The Commitment-Action Gap
When candidates accept an offer, there’s often an emotional high that gradually dissipates during the waiting period before their start date. This delay automatically opens up a natural window for a candidate where doubt, anxiety, and competitor influence can seep in.
Reduced Communication Triggers Uncertainty
Many organisations dramatically reduce communication after an offer is accepted. Therefore, unintentionally, they signal disinterest to the candidate. This communication gap gives candidates a chance to question their own worth and decision to join, hence they remain receptive to other opportunities.
The Fear of Missing Out (FOMO)
Today’s candidates, especially in IT know the job market’s fluctuations very well. The fear that they’ve settled too quickly or that they might have missed a better opportunity can drive continued job-searching behaviour even after accepting an offer.
Building a Bridge of Commitment
The solution isn’t simply hoping for the best or resorting to legal threats. Instead, companies today need to think strategically on how to build bridges that can strengthen commitment during this critical period:
1. Implement a Structured Pre-boarding Program
Successful pre-boarding isn’t just about paperwork—it’s about integration and relationship-building by following steps like:
- Design a buddy system, and the buddy/companion for the new hire reaches out to him within 24 hours of offer acceptance
- Schedule virtual coffee chats with future team members and key stakeholders
- Create a personalised welcome video from the hiring manager and team
- Establish a regular check-in cadence to maintain engagement (weekly is ideal)
- Provide pre-start learning materials that excite candidates about their role
The Addteq Way – At Addteq, we believe in building lasting relationships with our talent—not just hiring employees, but creating a workplace they’re proud to be a part of. Our approach to hiring and retention is rooted in transparency, flexibility, and genuine appreciation.
We go the extra mile to hire individuals who are genuinely excited to work with us. That means investing time in meaningful conversations, understanding motivations, and ensuring alignment beyond just skills on paper.
Because at Addteq, people don’t just join a company—they join a culture.
2. Create Financial and Psychological Commitment Structures
While legal enforceability varies by jurisdiction, companies can start following certain approaches that can enhance psychological commitment:
- Signing bonuses with T&C’s should be clearly outlined in offer letters
- Early equipment delivery (laptops, phones) with personalised welcome kits can be a good option
- Welcoming the selected candidates to company events even before the official start date
- Early enrolment in benefits programs if possible
- Public announcement of their hiring (with permission) on company channels
The Addteq Way – To show case our appreciation towards employee’s hard work and efforts and reinforce a long-term commitment, we’ve replaced traditional bonuses with brand-new MacBooks—which now serves as an exciting and practical perk that employees truly value. We also accommodate individual requests for specific laptop models or additional devices to ensure each team member is equipped to do their best work.
We have a flexible leave policy that respects individual time; unless it is absolutely required for business continuity, leaves are rarely denied at Addteq.
3. Respond Openly to Offers from Competitors
Instead of ignoring the elephant in the room, take a proactive approach:
- During the offer stage, have frank discussions about market competitiveness.
- Establish a transparent procedure for candidates to talk about competitive offers they receive.
- Train hiring managers to handle “I got another offer” conversations effectively
- Consider implementing a “competitive intelligence” process to understand what might lure candidates away
The Addteq Way – We stay in constant contact throughout the offer process. We don’t back down if a candidate gets a competitive offer elsewhere; instead, we engage, negotiate fairly, and frequently offer a more substantial, well-considered package. Candidates no longer feel the need to conceal these discussions as a result of the trust that is established.
4. Use Technology to Keep People Involved
Without overburdening your team, contemporary HR technology can assist in creating touchpoints:
- Automated but personalised email sequences that provide valuable information about the company and role
- Private Slack/Teams channels for new hires to interact before day one
- Mobile-friendly pre-boarding platforms that combine administrative tasks with engagement activities
- AI-powered check-ins that can flag potential disengagement for human follow-up
The Addteq Way – At Addteq, we have fully automated our onboarding process to ensure a smooth and seamless experience for every new joiner. Through our internal onboarding platform, candidates receive all the necessary documentation well before their joining date. Additionally, we encourage open communication—candidates are welcome to connect with our team to clarify any doubts or questions prior to joining.
Measuring the Effectiveness of Commitment Strategy
Our internal study shows, monitoring these indicators can ensure that your strategy is working :
- Offer Acceptance to Start Rate: The proportion of offers that are accepted and lead to actual starts.
- Engagement Score: Evaluate how well pre-boarding materials and communications are interacted with.
- Pre-Start Satisfaction: Quick questionnaires following significant pre-boarding interactions
- Time-to-Fill for Reneged Positions: The speed at which you can bounce back from reneging
- Cost-per-Hire Including Reneging: The true cost accounting for all failed processes
The Addteq Way- To measure our effectiveness, we conduct a 1-week onboarding survey followed by 30, 60, and 90-day check-in surveys for new hires to identify challenges they might be facing and the discuss the feedback if any. At Addteq, we’re proud to maintain an exceptionally low 8.7% attrition rate over the past three years—a number that stands out in the tech industry, where turnover rates are typically much higher.
The Future of Candidate Commitment and combating Fffer Reneging
As the workforce and market continue to evolve and develop, organisations must recognise that the traditional “offer accepted = job filled” mindset is now outdated. The most successful employers are those who can forecast the period between acceptance and start date as a critical extension of the candidate experience—one that requires strategy, resources, and creativity.
By building meaningful connections during this vulnerable period, companies can significantly reduce the risk of offer reneging while simultaneously setting new hires up for long-term success.
Remember: The goal isn’t just to get candidates to show up on day one—it’s to have them arrive excited, engaged, and ready to contribute from the moment they walk through the door.
Sonali is the Lead Talent Acquisition at Addteq, a remote tech company. She’s passionate about elevating candidate experience and bringing more humanity to the recruiting process.
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