What action can be taken against the candidates who do not join after accepting the offer letter?

Actions are not encouraged. Take it as an opportunity to learn to find reasons for this and to minimise it by taking corrective measures.

An individual seeking for a job wants the best benefits from his job for himself and his family so there is no legal action to b taken against him.According to an individual, he have the right to choose what is beneficial and safest for him.

This is very common for entry level jobs in the Indian IT, ITES and BPO sectors. Once a fresh graduate lands In Bangalore, Malad (near Mumbai) or Noida near ( Delhi) he applies for all the cos at the job fair. Then he/she chooses the best option in terms of payment and working conditions.The situation is very similer in the marketing sector. If u are ready to slog for12-14 hours , burning the mid -night iol u  deserve the better option.

there is not any legal action described against this kind of act. Just focus on the reason why someone did not give joining after accept the job offer and try to solve the reason for future endeavor. 

According to me, there is no provision in the law for a company to take any legal action against the candidate.

In this situation, there is no action should be taken against the candidate. If any organization goes for action that would not be wise decision. Organization can go second choice or further advertisement or head hunting from potential talent pool.

As a matter of fact, that individuals from the exterior to the organization will not carry general liability to the company, the company shall check two things. Were there any candidates inside the company, and if so, why are they not considered? If there were no candidates, the company does not have long-term career plans for their employees, so nobody was prepared for such a senior position. Either way, a solution is to assess someone in the company or eternal candidate as short term solution. If you consider an internal employee, you need to prepare him/her for the position by training and guidance in ongoing works if he still has deficiencies. If a new candidate shall be from external, the first thing is to discuss with him long-term opportunities and start career development plans on the complete organization.

There is no any rule to take action againest any of the candidate.