How To Handle 90 Days Notice Period With HR

we have sanchadi today she is a talent acquisition a specialist she was VP in the previous organizations you have worked with multiple startups product based companies Fang and she has a vast experience we are glad Sanchez that you are over here like would you mind talking about your career and your journey till now uh thank you so much chirag I think that was uh you know I mean I'm just very grateful for the introduction um uh yes I have worked uh you know as a VP chat in my previous companies I have uh you know worked with a couple of companies I would not say great but yes I had a slight experience in this uh field so to an extent I do have knowledge So yeah thank you so much for inviting me here most of the folks who start their Journey especially after the college they get into some companies where they have huge notice period and that become a challenging from for them in order to switch their career or even have seen like multiple experienced folks get into such trap some of the time I will say trap because sometimes it becomes a trap because if you don't go through the class so today's interesting topic that we are going to discuss how to handle this 90 days notice period so the first thing from the audience is like how challenging is is it to change your job with your current employee with like 90 days notice period like how can we do that um uh honestly see a higher notice period can be challenging uh sometimes you know to find a new job uh unless we act strategically because we know the industry right uh at least uh right now the industry is so competitive that um you know where the candidate uh you know sometimes uh you know have couple of offers similarly I think uh even the employers also cannot wait they do not wait for a higher notice period I mean they do both of them have do have their own reasons right which is completely fine but you know sometimes what happens uh you know employers actually prefer candidates even if they have a candidate with a higher notice period but with good uh experience and and a you know very very good candidate they just prefer somebody with a lesser notice period and immediate so the reasons are like uh they they work on client projects there are a few reasons they work on client projects uh if you talk about startups they uh they work on a very very uh you know shorter you know stricter deadlines right they they do not have that they cannot afford actually much more time on training so there are certain few reasons why they do that uh and uh you know which which uh and uh again there are also uh instances when uh again I would not blame but yeah I mean this has happened that you know in the on the joining day um the candidates end up taking another offer so that's very normal that you know this company they say company a they they are just uh they have to start from you know square one so uh these are a couple of the reasons why companies avoid higher notice periods unless the skillish niche or or your notice where it is negotiable so in that case I would say either we have to develop skills which are mission in the market uh or Target specific companies uh which is something in your domain like for example a person is in a a certain domain right domain a you will have companies which is in the similar domain uh competitors they are looking for skills exactly what you have right uh many times we uh apply for companies which is not looking for us so we we just ignore that so what we need to do is we have to act strategically and apply for only those companies who are looking for us got it cool so you you talked about something very interesting is negotiation so can we get to share it with our current employer like if I'm in a company where I have 90 days notice period and the other company from where I'm having the offer letter they are expecting me to join somewhere soon like they as you said like companies sometimes cannot wait for 90 days because of every number of Reason either that is client-based Project or something basically there can be challenges with a startup they want to their product to be delivered as soon as possible Right SO waiting for 90 days and then getting to know or dude that person didn't turn up right may not work for most of the companies so how about negotiating with the current company like how how that can work uh yes uh negotiation can certainly be done but here you know the company uh and your HR uh the company where you work plays a very important role as well as your reporting manager okay okay so one thing that I would always advise everyone is to have a very good wrapper with your manager because I think that is how you can uh actually stay in a company one second even if you're leaving right so uh never ever burn the bridges right so never ever always try to keep a very good rapper so that even when you're leaving even if after you leave you have a you know way to come back right and secondly your manager helps a lot this person plays a very important role in your notice period negotiation okay so this is one point second that I would always say is uh whenever you're signing an offer letter you should always be very uh I would say careful uh and and you should always check the termination Clause so the termination Clause sometimes you know company do mention that you know hey uh 90 days notice period uh the either the candidate has to serve the notice period or uh you can buy out the notice period right in the lieu of salary like the term so these two things if they are mentioned right so you can actually go to your HR and and tell that hey this is I'm looking you know I'm uh I'm just going to join another company uh and I want to resign and then I would like to negotiate my notice period so if it is there in the open letter it helps right to uh build your I would say case in a better way I mean you know before you go to your HR so that is one thing uh anything about the wrap I've already told you right and there are also companies where um they uh you know negotiate they adjust your notice period with your own leaves so that is another three points right so uh if you do not have any earned leaves at all if you have plans to leave a company please make sure you have at least five to ten earnings in your account I know it's it's sometimes we we have important stuffs right you'll be saying that hey if I don't take only so it is fine right if you do not take the leaves you will get uh what do you call it you can in cash it right either you can in Cache it or you can utilize it in negotiating the the notice period so yeah these these are a couple of things that you can try but the the one point which I have already mentioned is having a good wrapper with the manager is very important if that is not there all these other points can actually not work yeah I think few points that you have told is awesome like first I think the thing which you have told I have personally experienced in past your manager is a key man if your manager is okay and is going to support you that becomes a very easy case for you to actually switch the company with a shorter notation period as well right and the second as you said like end of the day someone believes or not someone want you to leave or not if that is written in your clause which is in your offer letter no one can stop you right okay that is the second biggest case and definitely as you said if you have something as an early already use that dude like no one can stop you like just utilize that in order to leave and that's the best I think that you can level one thing you talked about in between is a buyback right can you can you type a bit more about the buyback like how does that happen and like to whom we can request with definitely so um okay so this buyback is also uh an option which is provided by uh employers right um so again this is uh it it normally it is mentioned in your uh offer letter right uh but one thing that we have to keep in mind is an employer is not forced to agree to this point okay so when we are talking to this we also have to know that hey we cannot uh uh ask the employer that hey uh I want to do it so you have to do it right so uh it is it is something we have to in this case you we have to take the employer in confidence so when I say employer a manager for you a manager nature actually represents the company right so they you have to take them in the confidence and uh you have to make sure that you know they agree to it right uh and uh so yeah that is one point uh so in case of buyout uh as I've mentioned earned lips that is also one way uh and remaining so sometimes what happens I'll tell you uh usually what happens either you can buy out right so while you're buying out you can adjust the amount partly part amount uh with the own leaves and remaining either your new employer pays it directly or you pay it and get the reimbursement from the newer right then you're going to from the new Imports yes yes uh but uh you know sometimes what happens like in most of the cases usually uh the employee pays it and then they get the reimbursement I'm talking about startups since I've worked with startups usually startup follows this in companies which are you know bigger companies uh they they have a tribution where they directly deal with the HR of the another company right so however I what I have noticed is usually companies doesn't want to get involved with this because it's a very confusing process right so they always say that hey you pay the amount we will view the charger something will be either amount right expenses right also there are uh cases where where I've seen I mean uh I have seen in my circle again in not our domain that was a different domain um not in it so there what they do is they're the employee pays it and sometimes they end up not getting the amount so that is also sometimes that's there right what you're saying like always taking Britain that we are going to pay our buyback is something right it is better right right so you should always uh from both the ends you have to make sure that you have a doctor documented something right email or confirmation that hey once you do it we will be so sometimes the offer that you receive from your new employer they mention it uh that uh it's not in the offer letter but in the email that we will help you with that so that when you're doing it they have something to refer to right because they also sometimes they don't do it intentionally right they deal with a lot of candidates maybe they just flipped you know maybe that recruiter leaves right somebody else comes so who knows what you have talked with the recruiter so it's better to document it have a have a documented somewhere sometimes I have seen folks talking about we have given you a joining bonus please consider that as in your BuyBacks sort of thing so it's better you explicitly asked correct because joining bonus is a so why would you miss that definitely that that makes sense [Music] thank you

Channel: Chirag Goel

Views: 2,367

Keywords: System Design, Front-end, Frontend, Interview, how to handle 90 days notice period, how to handle 90 days notice period with hr, how to avoid 90 days notice period, how to tackle 90 days notice period, 90 days notice period, how to get job with 90 days notice period, how to negotiate 90 days notice period, how to get a interview call, frontend interview, 90 days notice period in india, how to negotiate salary, how to negotiate salary after job offer, my experience, job

Id: JIkghj9Hs3w

Length: 11min 40sec (700 seconds)

Published: Sat Nov 25 2023