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Firstly, an offer letter is relatively binding. Rescinding a documented offer will create a PR disaster, if not a legal default from the company's side. However if the offer letter has not been issued, plan changes are simpler.

Secondly, if HR gives a fresher an offer letter, the fresher will use it to shop around and get another higher-paying offer. In the eyes of HR, having an offer letter that the fresher can show to other companies itself reduces the probability that the fresher will show up on the joining date.

Firstly, an offer letter is relatively binding, but only on one side. Rescinding a documented offer will create a PR disaster, if not a legal default for the company's side. Yet freshers routinely disregard the sanctity of an accepted offer. So if the offer letter has not been issued, plan changes are simpler.

Secondly, the moment HR gives a fresher an offer letter, the fresher will use it to shop around and get another higher-paying offer. In the eyes of HR, having an offer letter that the fresher can show to other companies itself reduces the probability that the fresher will show up on the joining date. No offer letter equals fewer no-shows.

To answer the specific question about delaying offer letters:

With this context, let me answer the specific question about delaying offer letters:

The costs of recruitment can also be surprisingly high - for example, last year even in the downturn, an IIM (Indian Institute of Management) billed my company around ₹1,50,000 as the fee to participate in final placements and hire one candidate.

If HR gives a fresher an offer letter, the fresher will use it to shop around and get another higher-paying offer. In the eyes of HR, having an offer letter that the fresher can show to other companies itself reduces the probability that the fresher will show up on the joining date.

The costs of recruitment can also be surprisingly high - for example, last year even in the downturn, an IIM (Indian Institute of Management) billed us around ₹1,50,000 as the fee to participate in Final Placements and issue an offer to one single fresher candidate. We would be out of pocket if they did not join, or left soon after.

Firstly, an offer letter is relatively binding. Rescinding a documented offer will create a PR disaster, if not a legal default from the company's side. However if the offer letter has not been issued, plan changes are simpler.

Secondly, if HR gives a fresher an offer letter, the fresher will use it to shop around and get another higher-paying offer. In the eyes of HR, having an offer letter that the fresher can show to other companies itself reduces the probability that the fresher will show up on the joining date.