How to handle 90 days notice period by Gaurav Raj

Many career challenges arise when you have a ninety-day notice period. These days, companies prefer candidates with shorter notice periods or those who can join immediately. If you are facing such problems because of a lengthy notice period, then this blog is for you. Learn with us how to handle 90 days notice period .

1.Problems with 90 days notice period

Resumes are not being filtered for good opportunities.
There are very limited opportunities for employees with a 90-day notice period.
There is a delay in releasing offer letters for employees with lengthy notice periods.
HR drops profiles and doesn’t proceed if they find out a candidate has a 90-day notice period.
Once the handover process is complete in the current organization, employees have limited work but still cannot leave the organization.

2. What is notice period

Every company has a policy to assign each employee a notice period they must serve when they resign from the organization.
All details of the notice period are present in the offer letter or policy document of the company.
Every employee must know the number of days of notice period they will have to serve in case of resignation from the current company. This will help them make better career decisions.
These notice periods are used for handing over responsibilities from the current employee to the next employee or team.
All project details and items the employee worked on need to be handed over to the team.

3. Not getting interview calls because of 90 days notice period?

Indirectly identify if there is a possibility of early release in your organization. If yes, accordingly state the notice period on job portals.
Understand the notice period buyout process in your company. If the company provides a notice period buyout facility, then mention the notice period accordingly on job portals.
Negotiate with the new company HR to manage your joining date by a delayed date if possible.
Be transparent about your notice period to HR and don’t have your profile processed based on any lies about the notice period.
If you are on the bench, collect all information about the bench policy and how quickly you can get released in case you receive an offer letter. Accordingly, mention the notice period on job portals.
Try your best to get an offer letter from an organization that can provide a joining date of 90 days.

4. Shall you resign without any Offer in case of 90 days notice period?

When you have a ninety-day notice period and must serve the entire duration, and if this situation is causing you to not receive interview calls, then your decision to resign without having an offer in hand should be based on:

Your financial responsibilities.
The current job market situation.
How prepared you are for job interviews / How updated your skills are.
Your readiness in handling a self-imposed pressure situation.

5. How to efficiently use 90 days’ notice period buyout?

The notice period buyout is addressed by many organizations if the employee wants to leave early. This policy is mentioned in the offer letter or the company policy.
If you are on notice period and have many responsibilities, document the handover process and plan to complete the project handover early. Once done, ask management and HR accordingly. The final decision to relieve you always stays with the management and organization.
If you are on the bench, you might get released early with the notice period buyout option.
Ask the new company where you are selected if they will cover the notice period buyout amount and understand the associated clause.
The final decision of the notice period buyout shall be taken by management and HR. Therefore, maintain a professional relationship and inquire based on your work allocation and remaining dependencies.