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Navigating Notice Periods and Offer Shopping: A Call for Transparent Hiring Practices

Notice Period

I'm in need of someone who can join our team within the next 14 days! 😎

The notice period at my company is a lengthy 90 days! 🤷‍♂️

Undoubtedly, this topic has been making the rounds on LinkedIn for quite some time now, yet there's been little to no change. 😕

1) Company A is actively seeking to bring onboard an individual who can swiftly integrate into their team—either right away or with a maximum notice of two weeks. They embarked on a quest to identify candidates who are immediately available or those who have a mere two weeks left on their notice period. Eventually, they discovered an ideal match, extending an offer that matched the candidate's salary expectations due to the urgency of the situation. However, a twist of fate unfolded after two weeks: on the scheduled joining date, or just a day before, the candidate conveyed that they won't be joining after all, as they've secured a more lucrative opportunity elsewhere. 😞

2) Company B requires a new member for an upcoming project and wisely commenced their search four months ahead of schedule. They are well aware of the prevailing job market conditions, where the standard notice period for candidates is around three months. Thus, their proactive approach ensures they start searching early, granting enough time for a candidate to conclude their notice and transition into the new role. Still, a challenge emerges here as well: similar to Company A, there are enterprises willing to make significant offers to entice quick hires. This situation places Company B at risk of losing a chosen candidate to such aggressive competitors. 😕

This widespread practice is familiar to all of us. What steps can be taken to mitigate this risk? 🤔

A) Curtail the notice period to a span of two weeks to a maximum of one month. By doing so, candidates won't have ample time for "offer shopping," compelling them to join the company where they initially accepted an offer. ⏰

B) Undertake comprehensive market research to discern the optimal salary range for the role and experience level. Develop a competitive salary structure that leaves candidates with no room for attaining superior offers, thus minimizing the offer shopping dilemma. 💼💰

C) In cases where a candidate discloses having another offer (which often happens in around 90% of instances to secure better terms), consider ceasing the engagement process. After all, if a candidate seeks higher pay than their current offer, what guarantee exists that they won't employ the same tactic with another company, citing your offer as a benchmark? ❌🙅‍♂️


Prioritize transparency and integrity. It's worth noting that India isn't the sole country imposing a three-month notice period. Numerous other nations, such as France (with a three-month notice period for full-time employment) and Poland (where those with over three years of experience must serve a three-month notice) adhere to this practice. However, these countries aren't plagued by rampant offer shopping. 🌍📜

Why is that?

They steadfastly decline job offers they don't find suitable or amass multiple offers to select the one that best aligns with their preferences. Once an offer is accepted, the likelihood of reneging is minimal. Adhering to the three-month notice period, they typically join their new employer as scheduled. Employers also recognize that hiring someone currently employed necessitates patience, allowing the three months to transpire. Alternatively, they might engage freelancers to bridge the gap while awaiting the full-time candidate's completion of their notice period. 💪🕒💼

Hence, the notice period itself isn't the core issue. Rather, the real challenges are:

1) The absence of thorough market research when determining salary ranges, resulting in a compensation structure that isn't competitive. 📊💸

2) Failing to honor notice periods, and hastily pursuing candidates still under notice but holding confirmed offers. ⏳🚫

3) Neglecting to proactively assess talent requirements and resorting to rushed hires at any cost. This approach fosters an atmosphere of mistrust and triggers offer shopping. 🤔🏃‍♂️

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