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by bostik
2006 days ago
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Short expiration date on an offer, coming out of the blue, makes it an exploding one. I'm sorry, but that's how it is. There is also a very easy solution. I've done my fair share of hiring. We have hiring windows too, and have to close a candidate in a reasonable time. But when we started down this path, I made sure that we explained the time frames and where they came from up front, and agreed with the candidate on a reasonable window. At the time of interviewing, which is the crucial part. That way everyone knew where they stood, and more importantly, the candidates who were in the middle of a lengthier interview process with another company could arrange the time frames to suit us. Most of the time 2 weeks was perfectly fine. Some of the candidates needed 3 weeks. One ended up requiring a month. But because the expiration windows were agreed upon together with candidates when they were still early in the process, they were not caught off guard. |
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An expired offer letter doesn't mean the candidate is rejected. It simply means that we need to move on to other candidates by that date. If someone has pressing circumstances, we'll make it work.
However, when you have a specific position to fill it doesn't make senes to reserve a spot for a candidate who wants to spend months interviewing at many different companies. The longer you reserve the spot for someone, the more interviews they're likely to take and the naive odds that they'll join your company continue to go down.
If you aren't in a rush to fill the position and you really like the candidate, it might make sense to hold on. Otherwise, it's best to move on to other candidates. If you can't find anyone else, you can always regenerate a new offer letter for the first candidate.