Rambling Recruiter

Would you hire candidates with 60/ 90 days notice period!!

Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy.


So what is wrong in hiring professionals with 60 / 90 days notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits.

So does this mean the candidates with higher notice period might lose on opportunities? Hmmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc are available in companies with 60 / 90 days notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as NP is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.

So what you think about this situation? Are recruiters right / wrong in avoiding candidates with higher notice period? Looking forward to your opinion and views on this topic.


Rambling Recruiter

Rambling Recruiter

Notice Period – 3 mths… You must be kidding!!!!

Well, I am not kidding 🙂 This is a common practice now a days. Gone are the days when a candidate could switch jobs easily. Things have changed drastically. Most of the companies have changed their policy regarding Notice Period.

The question is How will it impact employees?.. How will it impact the employers?

Just to give you a background about the meaning of “Notice Period”- A notice period is the amount of time an employee has to give to his employer from the time he decides to quit.
How will it impact employees?

The recession is over (Thank God), Market has opened up, There are lots of openings available, lots of new jobs, Projects etc 🙂 SO!! So, Employees are looking for a change…. Not all, but there is a good size of people looking for a job change.

The average Notice period is 30 – 90days. It might be different for professionals on contract. So, if you are an employee who is looking for a change, and your company has a NP of 60 or 90 days… will it be easy for you to shift.. or do you think the prospective employer will wait for you!!!!!

The answer will be Yes (at times) or NO (Most of the times). The employees might have a tuff time to come out, as companies are asking for them to serve the entire NP. (Buyout options too are very rare) Well… all that I can say as of now is… ALL THE BEST… But… there might be a stage when Employers will wait for 60 – 90 days.. as they might also run out of options in terms of the availability of the resources.

How will it impact the employers?

HMMMMMM Projects, Billable Projects, Clients, Resignations (Retention) … Employers are always hunting for resources to work for their projects. Lots of openings have been available in the job market. As an employer it’s very important to fulfill the positions, and start the billing for the resources placed.

But on the other hand, they are facing difficulties as they cannot afford to wait for 60 – 90 days (for some critical skills). Also even if they wait, there are times when the employees have 2-3 offers in hand by that time.

 People do wait for 3-4 months for a new car…. 🙂 So does it mean that there will be a time when this will be a common practice for Employers to wait for the same!!!!!!! 🙂

The employers have found a way where they can retain / atleast ensure that less resources resign, by increasing the Notice Period…. But does this really help???? YES … MAY BE NO….. DEPENDS……..

Looking forward to your views, comments on the same 🙂