Lengthy notice periods...

Hello All,

Was looking for a few nifty tips is possible.

I have a candidate at the moment who is at second stage - she happens to be a good friend of mine.

She is likely to get to third stage with a client of mine for a fairly standard role and apparently on 2 months notice.

Now i know this fairly common in many roles i have placed of a technical or more executive nature but for this position it seems unusual.

Anyway i will obviously attempt all the 'usual' jargon but i did wonder if anyone may have had any nifty tricks up their sleeve potentially.

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Permalink Reply by pam claughton on January 12, 2013 at 7:44am

Two months is excessive. What is your client's expectation of how soon she'll be able to start? They may be fine with a delayed start or they may be quite annoyed, especially if they find out after investing three rounds of interviews. I'd talk to your friend and find out why she feels she needs to give two months, is it to collect a yearly bonus? It is that time of year, and some companies will be understanding of that. If it's just because she wants to give a longer notice then I'd educate her that 2 weeks is standard, 3 is more than generous. Tell her it could impact getting the new job. Let her know you need to tell the company before the process goes further if she insists on the two months and is she ok with losing this opportunity?

Good luck!

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Permalink Reply by Nigel Coxon on January 13, 2013 at 10:30am

You HAVE made the client aware of the notice period haven't you? That's the only advice I could give...make sure your client knows what they are getting. Give them the option to accelerate the early part of the interview process, so they can offer early and start that notice period as soon as possible.

Don't know what the US is like, but notice periods are often contractual over here in the UK, and if someone has been in a role a while (and definition of "a while" can vary, can be as little as 12 months) notice periods of three months are not uncommon.

Some employers will be flexible...but then on the other hand you get the "exclusivity" clause in contracts, particularly in sales or product development roles, that states people cannot work for direct competitors for certain periods.

I know there is the opinion that this last is legally unenforcable (is that even a word?), but I think a few have been made to stick.

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Permalink Reply by Samantha Turner on January 14, 2013 at 4:20am

Many thanks both - all very valuable points.

I informed the potential employer straight away that her notice period was 2 months (completley agree it is more than advisable to do so!) He has said it shouldnt be a problem and the usual 'happy to wait if it is the right candidate) however she is now at last stage (full trial day on thursday) but i i know she is up against one other now.

I can only think her notice period is slightly more than usual as she is currently working as a french translator as part of her role and dealing with many clients throughout france, albeit not sales but still slightly niche.

I am based in the UK and you are right it is not uncommon for alot of roles i deal with. I believe they set her on a longer notice period due to the lack of fluent french speakers within that geographical area - i have already lined up a few by way of a hopeful back fill!

I think the only way forward may be to resort to the original plan and cross all fingers and toes and hope for the best!