Ep 311- Reducing 90 Days Notice period getting hired as a UIUX Designer

If a recruiter says, we don't need 90 days of notice, period. We want only immediate joiners. The moment when you pick the call from the HR, he asks one question, what is your notice period? Then you say, 90 days or 60 days. They cut the call, they hang up, they say, we'll get back to you. Are you in that zone getting rejected? Interviews after interviews? Are you getting rejected because of this one particular reason? Then let me tell you, my dear UI UX and product designers and graphic designers, this podcast is exactly for you.

Foreign.

To the Design for Change podcast. It's been a very long time. I've started doing the podcast now and again. I'm starting this podcast to help people get clarity in a very, very short span of time. You might be traveling in the bus or train or maybe in your car. You might be listening to this podcast. Just a small nugget, what I've created for the students so far we have, we have created so far 310 episodes in Spotify and Apple. We've been rated 4.9 and we have listeners over 55 countries across the globe very, very happy to do this over the time. And I'm going to do full podcasting from now on and you can expect every day one kind of a pain point which will be answered here. Okay, so in this particular day we are going to answer a particular questions called question called how do I reduce this 90 day notice period?

Right?

This has been a big nightmare for many, many designers, particularly UI UX and product designers who are stuck with this reason despite having skills, experience, tools, strategies, everything. But they are getting rejected for this reason. So first of all, let's understand why is this a big problem? See, most of the global companies, most of the corporate companies and tech firms In India particularly, 45 days to 90 days is a notice period which they have for the earlier organization, what you're working and the new people whom you're going to hire, they want you to join very urgently.

Right?

So there are two things happening here. How do you tackle that? The moment is when you got the offer from the UI UX designers or product designers industry, what you're getting hired for. So they want you to join immediately or maximum they'll give you 15, 20 days.

Right?

If you are waiting for three months to join, that creates a huge problem on the joining side. Also by the time you go and join, they may find the other candidate who are more fit. Right? By the time you go and join, maybe that vacancy could have been changed also. So you tend to lose that opportunity also so it majorly hurts your career. This long notice period is a big, big, big problem for many people. See guys, I'll tell you one thing. In my experience so far I have interacted with more than 15,000 students. 20% of the people, more than 20% in my research what I've did are facing this particular problem. It's purely because of the communication gap what you're trying to establish with the new recruiter and the company who you are already working with. Right? So listen and observe this podcast and if you want you can able to take a notes. If you are using digital note taker, you can do it. So first of all you need to understand the recent pulse from LinkedIn and Reddit discussion shows that recruiters rarely consider candidates with a 90 day availability. These are statistics and this is a perfect, how do I say the perfect way to understand this scenario. Even Gartner highlights in its workspace agility reports that long exist barriers like extended notice period reduce productivity and hurt talent retention. On Fishbowl Design have shared how they've successfully reduced the notice period by negotiating with the hr, leveraging the PTO or even offering to buyout reminders, right? You know what is mean by buyout When a recruiter pays you from the other side to buy you out immediately to join there, it's little uncommon. Unless until your talent is exceptionally good, somebody wants to join you immediately, they'll give this buyout to you, okay? They'll give a check, they'll ask you to join immediately, you pay this money to that company, then you come back. Right? So it's more uncommon than you think. So what we can do Jagdish? Exactly. First point, you need to establish a clear communication with your new employer whom you are going to join. First point. Okay, what you need to do for the new employer, you need to just ask them the clear offer letter stating when can you go and join them. Unless until you have the offer letter, this podcast, what I'm going to be telling you, the techniques will not work for you if you're not got the offer letter. Please go and get the offer letter. First you tell that HR that I need offer letter, then only I can able to immediately join them. Right? Fine. And the second thing is whenever you are getting an interview call from the people, they are asking you what is the notice period you have you repeatedly ask you reply them immediately saying what is the notice period you are expecting to join. See, you have to ask question. Very important. If you are not asking question, then you never Know what is that particular role really hyped for? Maybe that role is immediate joining.

Okay.

Maybe that role takes little one or two months to materialize. It's okay. First, let them tell what is their requirement. Once they say their requirements, let's say 60 days, 45 days, 30 days. It doesn't matter if they say immediately. Also, you just tell. Yes, ma'. Am. It's possible for me to immediately join. First of all, can we have the interview? Can we close this salary negotiation? Can we get one offer letter? Then I'll tell you how fast I can able to join. See, now you are making that person put in your control. This is very important. Second thing. Third, attend the interview, get the offer letter and make things clear on the table. So in your table, there is an offer letter lying for you. This is step one.

Okay.

Step two, you have to go back to your old recruiter whom you are already working already.

Okay?

For these people, you need to ask one question.

Hey.

Hi, ma'.

Am.

Hi, sir.

Okay.

I've been working in this company for so and so, two, three years. I'm looking for a great potential growth. Unfortunately, in the last one year, I'm seeing that there is no potential growth for me and the company is also not having good projects. I have taken a decision to move out. Second, I am also thinking, if you are trying to reconsider me, can you offer this, this projects, this, this designation, this, this roles and responsibilities, this, this salary and benefits. Then what? They'll tell. No, it's not possible. Or they'll tell. We'll get back to you with the recruiter. Or we'll get back to you with your manager. Something they'll tell, right? Whatever they say, you place the thing. Ma', am, I know it takes a lot of time for organization to process this request. That is why I've taken a decision to move out in that particular role. What I've offered is at least 2x of what I'm already offering you. This is the kind of offer letter. I cannot disclose the company name. But this offer letter, what I got. Now I have to move out urgently tomorrow itself. And I wanted you to let me know that the notice period. What? According to the company policies and everything I've already read, ma'.

Am.

But I wanted to immediately go and join them because of the situation they are also in. Because I have also given them a commitment that I also go and join. So please let me go fast and tell me what are the procedures for them. Then what happens? That recruiter will tell. No, no. No, we have a 90 days period. No, no, no. We have a 40 days, 45 days period. No, no, no. We have this much. That much, Right? Then you have to tell. Yes, ma', am. I understand. The notice period is already there. I've read the policy before. You read. But my company is interested to give a buyout. How much amount I have to pay in order to come and join here?

Tell me. Okay.

That's the first question. Then they'll tell. Most probably guys, 80% of the recruiters will not ask you to pay some amount to go back.

Okay.

If 20% of the recruiters are asking some money for canceling this 90 days notice period, then they will tell. You have to pay this much.

That much.

Then you go back to your new recruiter whom I hired you and tell the situation. Hey, I can join your company from tomorrow morning. But this is the problem I'm facing. Could you please help me out here? If that company offers you that particular buyout, then close the deal immediately. Go and join. That's it. Responsibility is taken care. If they are not accepting that, then you go and ask your old recruiter. Ma', am, you're asking for 1 or 2 lakhs for me to join.

Okay.

In order to close this 1 or 2 lakhs from my CTC, what are the period I have to work here? Then automatically you can see that the notice period is getting reduced to 45 days to 60 days. See, already you have reduced 15 days of notice period. Step one.

Okay.

Step two. Let's say if I have to really work here, you just ask him. Ma', am, if I have to transfer all the responsibilities from your from the old organization where I'm working, what kind of activities should I immediately do in order to transfer my responsibilities so that the company is not getting hurt. Let me work on early mornings. Let me work on late nights. Let me work on weekends. I've already created a folder for my transfer. I've already created a folder for my knowledge sharing use. There is an option called screen recording. If you're working in Microsoft Teams and building Windows Laptop or anything, you can record all of your activities, what you've been given and record modules like 12345, create file numbers 12345 and project number 12345. So that the people who are going to take your role can understand what you're going through. So that the file transfer, the knowledge transfer and the responsibility transfer is happening very quick. First thing which you need to do. Second thing, you have to ask your Recruiter. Ma', am, somebody is going to replace this role, right?

So.

So can we have the interview for that guy? I'm more than happy to come and sit with you in the interview panel to pick the right candidate for me because I'm a value driven person. I don't want the company to feel bad or hurt or filling a gap just because I'm leaving very quickly. Because I have an urgency, Ma'. Am. This is my career, ma'. Am. I will be losing the software if I'm not joining on time. So please tell me that tomorrow can we have some recruitment for new candidates on my profile then you are ultimately understanding the pain point of a recruiter and a company to replace you with a new person, right or not? See, it's not about negotiating the notice period. It's about understanding the requirements of that old recruiter and new recruiter and getting this point. See now that HR will be definitely happy to give you the hand to reduce the notice period even more. Further, because technically you have removed your dependencies with the file transfer knowledge transfer. Psychologically you're also helping the recruiters and management to recruit new people. So what happens? Definitely your notice period will come down to 45 days or even less than that if you do the step properly. Once you start doing this, go back again to your new employer. Step three when you have to say hey, hi my dear new recruiter, I'm coming and joining your organization urgently. What I need to do is my company has reduced my notice period to 90 days to 45 days. Now I'm transferring this responsibilities very very fast. Meanwhile what I wanted you to do is give me your project training files, give me your new responsibilities, give me the Spock, the particular responsive point of contact for me for this particular role. If there is any training materials which I have to take, if there is any learning which I have to go through, if there is any design journals or papers or something like that which I have to do, I will immediately do it in the next 45 days so that on the 46th day when I am joining your organization, I will be ready to start working. If you want, I can sign some NDA confidential details or email it to you so that you are giving some responsibilities to me. I can work on weekends, I can travel back to Bangalore and see and meet you in a particular place in your office so that I can say hi to you. I can confirm my offer, I can start taking responsibilities, I can meet my new boss, I can meet my new team. See now the new recruiter Will be feeling very happy. Hey, this guy is more than happy to join fast. Let's say they have 10 candidates also. And if three candidates is there in their top of the mind to join, you will be always on the top of their mind. Irrespective of 45 days notice period. They will immediately ask you, yes, you can start working on this training program. So that in the 46th day when you're joining our organization, you are ready to take responsibility. You see, it's all about how you show that intention for the person to join. Because you are ultimately reducing the pain of that new recruiter also. Right? Because new recruiter also has to train you, synchronize you and then they will make you join the new organization. Now you're reducing that step four. Now you're going back to the old recruiter and saying, hey ma', am, I've helped you in recruitment. I've helped you transfer the new roles. I've helped you with all the responsibilities also. And night and day. I worked weekend, I worked from Monday. I will go on a full leave for that. Because I got some leave. I can take that leave. I have some encashment leave. I can take that. I can sign you some email or maybe a permission letter also for taking this leave opportunity for me. So use this leave opportunity to learn all the new things, whichever is there in your new role and start getting yourself prepared. By the time the new person has come, by the time the recruitment work, by the time the files has been transferred, they then you can ask for immediate response. Also this is why you need to maintain a good relationship with your boss. So that you are ultimately getting this clarity with your new bosses, with your old boss also because it's all about relationship how you build. So once your old managers and your old HR is also very happy about your transfer and everything, then they will be having no problem to release you from that role. So that let's say if you did all these things in the first 15 to 20 days, from the 21st day itself, you can automatically rely on and make sure you take one very good knowledge sharing session also with your old organization. So that you're showing, hey guys, this is the whole journey what I've created in my entire spree. You can take this files, you can take this video and you can watch whatever I created in this thing. I've created a repository of my research work. I've created repository of this earlier work. Please go and learn all these things. I'm more than happy to share this files to you urgently guys, so that it becomes a good material for you to learn. So that your company also sends you a gratitude that you have transferred all these responsibilities carefully so that you are also going new and taking up. Okay, and then last step, go and talk to your new recruiters in face to face meeting. If you want to reduce the notice period, you need to do all the step five steps what I told if you're not doing that, you will end up getting the hang up call in the first itself.

Okay?

If you do that in 30 days or max to max 45 days, you can bring down and join the new organization itself so that you can start. 20% of the design community are already facing this problem. So if you're facing this particular problem, use this five steps what I told you and implement it quickly so that you are getting results very very quick.

Okay?

And also share with me the notes what you've taken in this particular podcast and also share with me what did you exactly observed in this particular podcast and make sure you also implement it and get the result. And if you like this particular podcast, please do subscribe in Spotify and Apple so that you will get lot of materials like this. And if you're very happy towards sharing this with your friends also this is completely free. You can share it with your friends and other people also. And if you want to understand the more deeper context of design thinking, methodology, frameworks, process, portfolio, resume, all this salary negotiation guide, you can very well attend my Sunday workshop which is going to happen and the link has been posted below.

Okay, so.

So that you can meet me live, you can ask all of your questions and you can get the full learning to become a part of our community also. Okay, so with this I'm signing off this podcast. Guys, thank you so much for listening to this podcast. I hope it would have given a best value in the last few minutes. What you mean? In fact we are talking for 15 minutes. I hope you must have got the context very very clear for you. Thank you. All the best. Take care.

Bye bye.