WhatsApp Group Chat – Can Recruiters trust Candidates serving 90 day’s Notice Period?

Talent Acquisitionists constantly deal with Candidates serving their Notice Period, some Applicants even opt for the buy – out option for better Career prospects. But the question still remains, “Can Recruiters trust Candidates serving 90 days’ notice Period?” even more so with digitalisation. Some even wonder whether they can trust 10 days joiner Candidates.

Considering these aspects we @SourcingAdda conducted our popular Wednesday discussions on, “Can Recruiters trust Candidates serving 90 days’ Notice Period?” thanks to the suggestion of our Mumbai Group Member Anshul. We’ll be showcasing the discussion shortly but remember to view the key take a ways thereafter to assist retention. So here’s what was discussed amongst the various groups…

The conversation above indicates the end to another great discussion with a lot of incredible inputs to take back and add to your learning. You’ll agree, if you don’t already; after reviewing the key take a ways highlighted under here soon enough; so here goes…

Accept Certain facts

  • You’ll come across genuine candidates with 90 days’ notice period, who aren’t ready to leave their current job without another option in hand.
  • It’s unfair to discriminate between Candidates; you can trust them but you also need to be ready with a backup.
  • In the case of 90 days’ notice period, the Candidates get a larger window period to look for other opportunities.
  • Trusting a Candidate may not depend on the number of days one has to serve in a notice period
  • There have been instances where Recruiters have had many Candidates who served their 90 days’ notice period but have sometimes failed to get Candidates on board who served just 30 days’ notice period.
  • With every other company eyeing the best one, Candidates have lot of options today
  • Remember that Candidates will always choose the opportunity that best meets their interest and their Career.
  • Know that to some extent you can reduce the rejections by setting a proper employer brand, engaging properly with candidates, regular follow ups and setting their expectations about the job.
  • A Candidate serving a 3 months’ notice period is mostly applicable in senior positions when you can trust them 80% of the time.

    Possible Solutions

  • There is a belief that there are common grounds between sales and recruitment
  • The USP and value proposition that a recruiter would canvas is of utmost importance
  • Trust depends on performance, company culture and the relationship of candidates established with all staff members
  • The culture sets the tone on how HR and others communicate with Candidates
  • The level of trust one is able to build and whether Candidates aren’t scouting for other offers during the notice.
  • One need’s to have a dependable brand name along with the kind of communication one has is the key.
  • HR Representatives need to make sure the Candidates are trust worthy before accepting a resignation with or without a notice period.
  • Recruiters need to cross check the Candidates seriousness for Job and their reasons for change before handing over the offer letter.
  • Companies need to take any original education certificate till the candidate joins
  • Another way is to be in touch with offered Candidates
  • One can share company inputs or add Candidates to the Company’s Social Network
  • It is important for Recruiters to try and build a relationship where Candidate’s don’t hide anything from them.
  • Recruiters can trust Candidates serving 90 days’ notice period but they need to engage with the Candidates well throughout their 90 days’ tenure.
  • Ensure that you get the Resignation and Acceptance of Resignation letter copies within 2 weeks of issuing an offer letter.
  • In case of relocation, Recruiters can engage with them by having a casual conversation about the school admission for kids if any, house searching etc. as it ensures that the wants to join your organisation.
  • Making signing bonds compulsory may not be ethical; having a Bond that contains for instance the statement, “If you decline the offer after accepting it then you are liable to pay the xyz amount. You can decline the offer initially but post acceptance you cannot decline” may also be unethical.
  • Know that this is a debatable topic and one which requires one to take inputs from a legal team which is essential but this can be a solution.
  • As a consultant you can neither trust the Candidate completely nor trust clients but having proper communication with them for e.g. texts, calls, e-mails and ensuring you follow the process that most Recruiters follow which includes –
  • Getting the Resignation copy and Relieving copy,
  • Telling them to get their Full and Final settlement done with proper communication and constantly being in touch with them is the only way to ensure the probability of their joining.
  • When your communication with them is quite transparent, open and good there’s no beating around the bush or any guess work left to do you’ll know if the Candidate won’t join.
  • Any Resources that have a 90 days’ notice period generally back out but if a Recruiter is able to bridge the gap between expectations and need on both sides then they can definitely close the deal.
  • In India, 90 days’ notice period is getting standardised across IT MNCs to start-up organisations
  • 90 days’ notice period Candidates have to be trusted and timely tested for their interest levels.
  • Challenges faced

  • Candidates at the Junior Level actually play with the offer but that is not the case with a Senior Candidate especially in a domestic market.

    Procedures followed at different Organisations

      1. Some organisation work on Time line basis to full fill their requirements where trust does not come in to the picture but what matters is a Recruiters Expertise / Past Experiences.

    The highlights of the discussion above clearly portrays the amount of value addition you have in your learning and you realise exactly what your missing out on by not being a part of these informative discussions.

    If you’ve read this far then I’m sure you’re eager to join the Sourcing ADDA WhatsApp groups so here’s what you need to do…

    1. Ensure that you follow us @SourcingAdda to gain real time updates to our upcoming events and activities.
    2. You are free to choose from the two options below to communicate to us your request to join…
      1. Either leave your request to join along with your views in our ‘comments section’


    1. Send us a DM with your contact and location details to @SourcingAdda and one of our representatives will get back to you and we’ll accordingly to add you.

    In the meantime know that if you’ve read this then you’ve already added to your knowledge and you can know more by reading our post on Leveraging Technology into HR.


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