Attorney candidates may want to revoke a job offer after initially accepting it, but there are various issues that this can present. If a candidate is considering revoking an acceptance to a job offer, it may be in his or her best interest to avoid going through with the revocation.
Sometimes attorney candidates want to revoke a job offer after failing to make a counteroffer. Candidates may even make a counteroffer when they aren’t seriously considering the job. However, counteroffers don’t normally work.
Many law offices assert that candidates are likely to leave their positions at some point. Subsequently, employers may not be willing to pay more for an employee they perceive as disloyal. When a potential employer rejects the counteroffer, attorneys may be inclined to revoke the acceptance.
There is a clear-cut difference between rejecting a job offer and revoking one after acceptance. This is because revoking an accepted job offer comes with detrimental consequences.
There are a few main reasons why attorney candidates shouldn’t revoke a job offer following acceptance.
One of the biggest reasons not to revoke a job off is to preserve the attorney’s reputation. It looks bad for lawyers when they initially make a written promise to employers, only to rescind it for selfish reasons at a later point. The revocation could have long-term repercussions on the attorney’s career, as other professionals speak negatively about the attorney and discourage others from working with them.
The company that initially hired the employee likely spoke to other candidates and informed them that they had already filled the position. Following the setback of a revocation, the employer would need to begin searching again when viable candidates from the previous round have already moved on.
These potential consequences make revocations of accepted job offers a bad idea for many candidates. If an attorney is still considering revoking an acceptance to an opportunity, he or she should first think about his or her future career opportunities and be mindful of the employer and competing candidates. These practices may help deter the candidate from the decision of revocation.
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