The notice period is a sensitive and high-risk phase. It’s often when candidates begin to second-guess their decision, miss colleagues, or get bored – making them vulnerable to counter offers or new interviews.
1
⏳
Keep the Notice Period Short
• Encourage the candidate to negotiate their notice down. 🗣️📝
• Explore the option of the candidate working their gardening leave with their new employer (“double pay”) – run this past the client. 🌱💵👔
• Advise discretion – the candidate should not openly mention plans to work their notice elsewhere. 🤐⚠️
2
📲
Daily Communication is Key
• Speak to your candidate every day. 📞👂
• Ask how they’re feeling, reaffirm their reasons for leaving, and celebrate their move. 🎊😄🎉
• Schedule regular check-ins with the client and candidate too – the client needs to make them feel part of the new team before Day 1. 🗓️👥💼
3
🥳
Maintain Excitement and Engagement
• Get the client to include them in drinks, team calls, training prep, or small project work. 🍷📞📘🧩
• Give the candidate visibility of what’s to come – start dates, onboarding plans, first week goals, etc. 👀📋🚀
4
👀
Watch for Warning Signs
• If the candidate is going quiet or vague, jump on a call. 📉📞
• Revisit their push/pull factors. Remind them what they’re leaving and what they’re gaining. 🧭💬🔁
5
🧠
The Psychology of Delay
• The longer their old employer keeps them, the more likely a wobble will occur. 🔄😬
• Encourage the candidate to push for clarity and firm timelines. ✅📆🕐
6
🪤
Avoid Counter Offer Traps
• Remind them of the real reason for their move. 🎯✨
• Share stats: 80%+ of people who accept counter offers leave within 12 months. 📊🚫
7
💭
Post-Resignation Loyalty Guilt
• Reassure them: it’s normal to feel loyal. But loyalty doesn’t mean standing still. 🧘♂️📌
• They are making a professional decision, not a personal betrayal. 💼💡🤗
Help them finish strong, but keep their eyes on the future. 🔭🎯
The more involved and visible their new journey feels, the less chance they’ll look back. 🚀🛤️👣