3 Months Notice - A turn off to potential employers.
Discussion
I think that all depends on whether your current employer would actually enforce it?
If you're off to anywhere even vaguely competitive then I would imagine they will invite you to leave as soon as you hand your notice in, so it's unlikely to be an issue there. Even if they insist on 3 months' gardening leave, you'll at least be able to start getting up to speed with some of the new company stuff, even if you can't officially start working for them.
Another question is how much do you stand out from the crowd? If you've got a very rare skill set, then it might well take them more than 2 months to find an alternative anyway.
Also, is 3 months standard in your industry for your sort of position? The more it is, the less of an issue it becomes.
Personally, I really don't understand what possible benefit companies see in enforcing notice periods. A former boss of mine tried this once. He was leaving a job as our International channel sales manager, and emigrating to Australia where he was joining our sole reseller as Sales Director. Nobody could possibly have been more motivated to work their notice period, but even he was just dying by the end of it. No motivation, plus everyone else knew he was leaving, so they'd already started taking everything to alternative contacts.
If you're off to anywhere even vaguely competitive then I would imagine they will invite you to leave as soon as you hand your notice in, so it's unlikely to be an issue there. Even if they insist on 3 months' gardening leave, you'll at least be able to start getting up to speed with some of the new company stuff, even if you can't officially start working for them.
Another question is how much do you stand out from the crowd? If you've got a very rare skill set, then it might well take them more than 2 months to find an alternative anyway.
Also, is 3 months standard in your industry for your sort of position? The more it is, the less of an issue it becomes.
Personally, I really don't understand what possible benefit companies see in enforcing notice periods. A former boss of mine tried this once. He was leaving a job as our International channel sales manager, and emigrating to Australia where he was joining our sole reseller as Sales Director. Nobody could possibly have been more motivated to work their notice period, but even he was just dying by the end of it. No motivation, plus everyone else knew he was leaving, so they'd already started taking everything to alternative contacts.
Hi - I am a headhunter - so I do this all the time.
Depends what level you are. If its a senior role - say 100k+ then three months is the norm, most candidates are in the same boat and the right guy regardless of Notice will get hired.
If you are a 'commodity' candidate - ie someone at a more junior level whose skills are pretty much interchangable with someone else then often Notice will be a factor
So CEO - three months no problem
C++ programmer shut in a dark room - could be a problem
Gargamel said:
Hi - I am a headhunter - so I do this all the time.
Depends what level you are. If its a senior role - say 100k+ then three months is the norm, most candidates are in the same boat and the right guy regardless of Notice will get hired.
If you are a 'commodity' candidate - ie someone at a more junior level whose skills are pretty much interchangable with someone else then often Notice will be a factor
So CEO - three months no problem
C++ programmer shut in a dark room - could be a problem
Thanks for the replies, to add detail, Depends what level you are. If its a senior role - say 100k+ then three months is the norm, most candidates are in the same boat and the right guy regardless of Notice will get hired.
If you are a 'commodity' candidate - ie someone at a more junior level whose skills are pretty much interchangable with someone else then often Notice will be a factor
So CEO - three months no problem
C++ programmer shut in a dark room - could be a problem
Product Manager,
Answer to Directors,
£35K+,
some unique automotive sector skills, mostly Events Marketing amd Product Management.
Early 30's
sounds fairly like Im a comodity.
Ah well.
Not necessarily, if you have unique skills then by definition you can't be.
It can often be a function of your employer needing time to replace you. I never advocate resigning before looking for work even in a bull market, and certainly not now.
choices are
1. Look for a new role, tell that at interview you have three months notice period - see if they are bothered (I am guessing most won't view that as a disaster)
2. Go off the record with your boss, tell them you are committed to your job, but want to ask their advice about your career, your next steps etc. It might start a process that leads to a better role, more pay etc - BUT IT HAS A RISK. Only you can judge whether your boss is the right person to apporach.
3. Resign and start looking - madness in my opinion.
Companies may have been looking for someone for 6 or 8 weeks, so a waiting a few more might not be a problem, and if you are the best person for the role, then even more so.
Three months is as much about your protection as the company your leaving, below about 30k the norm is 1 mth above that it is 3. The period is negotiable and no one wants to be in a situation where 10 weeks down the line your actually a liability to the organisation and yourself.
I wouldn't see it as a recruitment disavantage unless they want you and specifically say they can't have you because of your notice period then i'd start negotiating with the future employer about what would be acceptable, with this date in mind then have an open and honest discussion with your current employer. There is no way they should block any reasonable request, who would want to have an employee being disgruntled becaused you stopped them leaving.
You never know they might offer you something better. Also enforcing long periods of notice is not easy and certainly more expense than its worth, you are basically restricting someones right to work which will not stand up very well in a court.
I wouldn't see it as a recruitment disavantage unless they want you and specifically say they can't have you because of your notice period then i'd start negotiating with the future employer about what would be acceptable, with this date in mind then have an open and honest discussion with your current employer. There is no way they should block any reasonable request, who would want to have an employee being disgruntled becaused you stopped them leaving.
You never know they might offer you something better. Also enforcing long periods of notice is not easy and certainly more expense than its worth, you are basically restricting someones right to work which will not stand up very well in a court.
Kermit I'm in Compensation & Benefits (Pensions Bonuses & Shares etc..), have worked in the Private and public sector, for investment, pharmacuetical and IT companies for the last 10 years.
It generally works this way in the UK
admin & lower professional grades 1mths notice
professional/junior mgment grades mix of 1-3 mths
senior professional/middle management 3 mths
Upper management 3-6mths
Board 12mths (sometimes more but this is generally coming down due to the exposure of golden parachutes for exiting execs)
IT is a bit of a law on to itself in this respect firstly it has the highest contracted out to perm ratio as most work is generally project based. In IT higher levels of employment don't necessarily attract higher notice or protection periods, this is because it makes the workforce to inflexible and increases costs to change.
Also if you work for a fly by night or small plc chances are they will trying to minimise any and all potential costs and offer legal minimums. If you are ever going for a new job make it a point of valuing the whole package and not just the base salary.
It generally works this way in the UK
admin & lower professional grades 1mths notice
professional/junior mgment grades mix of 1-3 mths
senior professional/middle management 3 mths
Upper management 3-6mths
Board 12mths (sometimes more but this is generally coming down due to the exposure of golden parachutes for exiting execs)
IT is a bit of a law on to itself in this respect firstly it has the highest contracted out to perm ratio as most work is generally project based. In IT higher levels of employment don't necessarily attract higher notice or protection periods, this is because it makes the workforce to inflexible and increases costs to change.
Also if you work for a fly by night or small plc chances are they will trying to minimise any and all potential costs and offer legal minimums. If you are ever going for a new job make it a point of valuing the whole package and not just the base salary.
Depends on the company, if you are head and shoulders above other candidates then they will wait. I was once offered a new role in Jan had a one month notice but if didn't stay till 1st april would lose out on bonus, they were understanding- were more concerned that something else would come along better but gave word would take mysef off the market.
Also try some kind of 3 days at old job two at new or so on compromise if must.
Also try some kind of 3 days at old job two at new or so on compromise if must.
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