In the fast-paced and dynamic world of India’s technology sector, the job market is teeming with opportunities. For skilled professionals, especially in tech, the allure of better prospects and higher salaries often leads to frequent job switches, sometimes every two years or even sooner. This environment creates a highly competitive landscape, where candidates often juggle multiple offers and engage in what can only be described as employment bargaining.

As the head of recruitment for a foreign company looking to build a team in India, this scenario might be surprising, even exasperating. After all, in many Western countries, the expectation is straightforward: once a candidate accepts an offer, they commit to the job and prepare to join on the agreed-upon date. However, in India, the situation can be more complex.

Take the case of one of our clients, a well-established tech firm from Europe, who recently faced a challenging experience with this very issue. They had gone through a rigorous recruitment process to select a highly skilled candidate for a critical role. Everything seemed perfect—the candidate was eager, the offer was generous, and the start date was set. But as the days inched closer to the joining date, anxiety began to set in. Would the candidate really show up on the first day?

The root of the worry was a growing trend in the Indian job market. Candidates, while officially accepting an offer, often continue to “shop around” for better opportunities. They might use one offer to negotiate with another employer, pushing for a higher salary or better benefits. This practice has become so rampant that employers are left in the dark until the very last moment. It’s not uncommon for candidates to back out of an offer even after their first day of work if a better opportunity arises.

Our client, frustrated by this uncertainty, approached us with a seemingly straightforward request: “Can we ask the candidate to agree to withdraw from any other interview processes and not attend any interviews during the notice period?” On the surface, this request seemed reasonable, even necessary, given the circumstances. However, the reality of the Indian job market is more nuanced.

While it’s possible to ask candidates to commit to this, the effectiveness of such a request is questionable. Even if a candidate verbally agrees, there’s no enforceable guarantee that they will honor this commitment. This is where we face a cultural and professional crossroads.

Instead of issuing directives, which might be seen as imposing or mistrustful, we believe in appealing to the candidate’s professionalism and sense of integrity. It’s about setting the right expectations and encouraging candidates to be true to their word. This approach, while not foolproof, fosters a culture of mutual respect and trust—a foundation upon which long-term professional relationships can be built.

In fact, we crafted an email template to gently remind candidates of the importance of this commitment:

Through this approach, we aim to align expectations and ensure that both parties—employer and employee—can enter into the relationship with a shared understanding of commitment. While this doesn’t entirely eliminate the risk, it helps to mitigate it and sets a tone of professionalism from the outset.

For foreign companies navigating the complexities of the Indian job market, it’s important to understand these nuances. The market is vibrant and full of talent, but it requires a delicate balance of firm expectations and cultural sensitivity to succeed. By fostering open communication and mutual respect, we can build stronger, more reliable teams in this dynamic environment.