HOW TO DEAL WITH THREE MONTH NOTICE PERIOD: A RECRUITER’S OPINION

I work at Infosys and my notice period is 3 months. Recruiters don’t call or come back after calling because of my notice period. I have been updating my profile on the job portals, but don’t get any call regarding job opportunities. I feel stuck here. Should I resign because of my notice period? Will it be a good idea?

 

 

Recruiters and candidates are equally troubled by this ‘3 months’ notice period. Especially the IT Service companies like Infosys, IBM, ACCENTURE, TCS, Cognizant, Capgemini, Wipro, etc., keep their official notice period ninety days.

Product IT companies like IBM ISL, Oracle, Ariba, Akamai, and other R&D companies follow western standards of one month notice period.

 

The obvious reason behind the three months notice period is to discourage employees from quitting the company easily. Other reasons to keep such a long notice period are to avoid costs, and buy enough time to replace someone without much knowledge loss.

 

It is true that we recruiters don’t like someone with a longer notice period. Three months notice period is bad for recruitment business as well as client businesses.

 

We recruiters and hiring managers take this long notice period as an uncertain time. This period offers candidates all the freedom to attend many interviews and join any company of their choice.

 

Candidates with a short notice period are good for recruitment business as well as the clients that are always in a hurry due to business needs.

 

SHOULD I RESIGN OR PUT DOWN MY PAPERS TO AVOID LONGER NOTICE PERIOD HASSLE

 

No… It is a real bad idea to resign just because of long NOTICE PERIOD. All companies are not in a hurry to make candidates join as soon as possible. They can wait for longer notice period to end, as long as the candidate is really good. Such companies are generally Product Companies or well reputed R&D companies.

 

Resigning from the current job just for notice period will bring more and more trouble. Though you may start getting various job calls from recruiters, just because you are serving notice period. But, they would also be asking: why have you put down the papers? Do you already have a job offer?

 

They wouldn’t take this as a reasonable answer if you say that you resigned just because of long notice period which most companies don’t like.

 

Moreover, quitting job without having any offer in hand exposes you to various uncertainties of the job market. Any delay in getting a new job will frustrate you more and more. You may end up being jobless for a year or even more. And, this gap adds up to your trouble, as most employers don’t like gaps in the employment history.

 

You also may take shelter of unethical practices like faking your job experience, or lying in the resume, or making some crazy stories. Recruiters or company will find such things out someday; and things will become worse.

 

NOTICE PERIOD SUGGESTIONS:

 

Never put down your papers without having a job offer in hand.

 

Also, despite the fact that most companies keep their notice period three months, a better negotiation, or discussion, or relationship with the manager can help you in getting relieved early.

 

So, keep your recruiters informed that your notice period is three months, but is negotiable. This politically correct answer gives recruiters and managers a reason to ease their terms of notice period.

 

Moreover, don’t add three month notice period in the job portals, if you think there are some chances of compromise in the notice period.

 

Also, companies don’t generally withdraw the offer letter just because a month/40 days delay from the candidate’s side.

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2 Replies to “HOW TO DEAL WITH THREE MONTH NOTICE PERIOD: A RECRUITER’S OPINION”

  1. The Strange part about 3 month notice period is, the company having 3 month notice period for their employees looking for a new hire who have less than 3 months. How is it justifiable? The logic behind notice period is correct but all HR should understand that 3 month notice period is company policy not employee’s

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