Leaving a job can be a difficult and stressful process, and one of the most frustrating aspects can be the notice period – the amount of time that an employee is required to give between the decision to leave and the actual departure date. In some cases, the notice period may be longer than desired, and the employee may wish to find a way to shorten it. While it is not always possible to shorten the notice period, there are a few steps that an employee can take to try to negotiate a shorter notice period with their current employer.

To begin, it is important to understand the concept of a notice period.

What is a notice period?

A notice period is a period of time between the receipt of the letter of dismissal and the end of the last working day, as per the signed employment contract. In other words, a notice period is the amount of time an employee must give between the time he/she decides to leave and the time he/she actually leaves. When you decide to leave your current job, providing a formal notice will be the first step in the process of exiting the company.

Never consider quitting without adhering to the notice period, as doing so could result in legal complications.

Before initiating the process of quitting, it is important to familiarize yourself with the resignation policy of your company. The way you depart from your role holds significant importance, and the subsequent steps can be useful when submitting your notice:

Step 1: Write a formal letter

This is the first step and do not assume your resignation date starts just by verbally informing your manager. You need to send a formal email and if your company wants you to do it through the HRMIS portal, follow the same. Check out sample resignation letters here.

Step 2: Request and propose a final day

If you need to serve 3 months notice period, it is not easy to bring it down without finding a replacement if you’re in a critical role. In such circumstances, requesting an early departure requires a well-thought-out approach that not only respects the company’s needs but also ensures a seamless transition process. Here’s a more detailed explanation of how to go about it:

a)Assess Your Role’s Criticality: Begin by evaluating the significance of your role within the company. Critical positions often involve specialized knowledge, unique skills, or responsibilities that are hard to replace swiftly. Understanding the impact of your departure on ongoing projects and daily operations is essential.

b)Propose a Transition Plan: When requesting an early exit, it’s crucial to propose a transition plan that outlines how your responsibilities will be transferred to your successor or distributed among existing team members. This plan should ensure that projects continue without major disruptions.

Step 3: Follow-up with your manager

 It is very important you regularly check in with your manager and HR to have a transition plan. Set up regular check in meetings and update your manager on your current projects completion and handover status. Be cautious of accepting new work if you will not be able complete it during your notice period.

Step 4: Maintain Open communication

Throughout the process, maintain open and transparent communication with your employer. Address any concerns or questions they may have regarding the transition, and be flexible in accommodating their needs as well. If you know someone in the team who can cover you and support your role, start the KT process and update your manager.

Step 5: Formalize the Agreement

Once both parties agree on the terms of your early departure and transition plan, formalize the agreement in writing. This documentation should specify the new departure date, responsibilities during the transition, and any relevant conditions.

Step 6: Finally propose a Buyout of notice

Some employers are okay to waive-off or recover the shortfall of notice period days in your Final settlement amount. Be cautious of proposing it only if you have a written confirmation from your new employer and they agree to pay you this amount.

If even after your requests and negotiations, your employer says no to shortening your notice period and you don’t have any holiday days to reduce it, there isn’t a lot more you can do.

Be gracious, hang in there and try to stay motivated. keep your future employer updated and maintain open communication. Make sure to request an early exit date in your resignation letter.

Parting thoughts : Overall, it is important to approach the process of negotiating a shorter notice period with a clear and respectful attitude. While it may not always be possible to shorten the notice period, it is often worth trying to negotiate a shorter period if you have a valid reason for needing to leave early. By communicating openly with your employer and being prepared to offer solutions to any potential challenges, you may be able to negotiate a shorter notice period that meets your needs and the needs of your employer.

Adapting to remote hiring is a tall task if you haven’t done it before, but having a structure you can rely upon and fall back on makes things a lot easier to adapt to complete remote hiring.

Let’s begin with what you need to know before you get out there and start hiring. First things first — before you start the remote hiring process, take a self-assessment how equipped is your current hiring process to switch to remote hiring? List all the operational challenges before you make a shift.

Create a remote hiring policy— Start with evaluating the operational challenges you need to address relative to your current hiring process, what are the new challenges your team is facing? Start with assessing the current process and highlight weak links to adopt remote hiring. Communicate to all the relevant stakeholders about the changes.

Identify the right tools needed for virtual interviewing — From coding challenges to whiteboarding, evaluate what you need and identify the tools that fit in your company’s interview process. You can check out some of the free whiteboarding tools like AWWapp and there are a lot of premium tools as well.

Redesign your candidate experience: As we don’t have one to one human interaction in the remote hiring process, friendliness is the important ingredient to deliver a good candidate experience. Share the warm-up guidelines to the interviewers and recruiters throughout the process. Since you won’t be meeting your candidate face-to-face, have a video communication while presenting the offer or choose one more appropriate stage apart from video interviewing. This is because your interview process is more of a standard assessment and your candidate might want to know more about the company before accepting the offer. You can also share a recorded video adding the pictures of the office and team members and it will certainly create a welcoming candidate experience. Lastly and most importantly, be transparent and follow clear timelines. It’s a moment to be more personal & humane.

Virtual Onboarding: This is so far the most intimidating step for new hires as well as hiring teams. Although this can be temporary, it’s important to have a structure in place for remote onboarding. A well-designed virtual onboarding process will ensure that new employees are immediately engaged in their work and feel comfortable and well settled in the new company’s culture. In the traditional onboarding process, new hires are usually welcomed in person, making it easier to answer their questions, introduce them to team members and setting up training programs. However, virtual employees are often left out of that process. They attend orientation through phone calls or video chat, rarely meeting their team members face-to-face, and often experience work and company culture very differently. Here is a simple checklist to ensure you facilitate seamless virtual onboarding and deliver a good new hire experience:

•  Use online documentation tools for sharing employment contracts & other documents.
• Welcome new employees personally — Using video conferencing is a great way to welcome remote employees to the company. It allows new employees to feel comfortable to ask questions and strengthens personal bonds.
• Team introductions: Schedule a planned meeting and invite all the team members to make virtual introductions.
• Learning program: Chalk out a learning program for the new hires and share all needed resources. Get organized and create a to-do checklist as It’s easy to get mess up the learning process and given the limited access to reach out to people through remote mode. Have a well-designed learning plan in place before you start onboarding. If needed assigned a “remote buddy” who can help the new hire fasten the learning curve.
• Check-in meetings: Have planned weekly check-in meetings with the new hire to follow-up on the whole process. By regularly collecting feedback from remote new hires, you can improve the existing process to ensure that they have a good start at your company.

If you are a startup hiring and finding it difficult to switch to remote

Your Linkedin profile is your social proof identity for employers and recruiters to find you and will help you land better opportunities. People with complete profiles are 50 times likely to receive opportunities through LinkedIn, so it’s worth learning about these 10 tips.

Tip 1: Make your profile public :

It’s easy to do this, go to setting and choose – make it a public option. Takes less than 30 seconds to do this.

Tip 2 – Create your own link :

This is such a cool feature Linkedin has – secure a custom URL for your profile — ideally with a short slug like “/firstnamelastname”. This will be especially helpful for listing your LinkedIn on business cards and your resume.

Tip 3 – Add or update your LinkedIn profile picture :

Having a picture makes you 10x times more likely to be found on LinkedIn, and will get you 30% more InMail responses.

Tip 4 -Set a LinkedIn Profile background photo :

This is such an opportunity to visually present your personality. Head on to canva.com and check LinkedIn banners to work on this.

Tip 5 – Set your current location and industry :

This is a very important criterion for employers and recruiters who’re hiring, make sure you fill up this part.

Tip 6 – Add a LinkedIn profile summary :

This is your opportunity to tell the LinkedIn world what you stand for and to ask for action. As you write your own summary, keep in mind you have a 1000 character limit.

Tip 7 – Add five professional skills to your LinkedIn profile :

Add a minimum of 5 primary skills and you’ll receive more profile views if this section is complete.

Tip 8 – Recommendations :

Ask for recommendations and endorse your team members. A good recommendation from an ex-manager or team member is always worth more than adding references to your CV.

Tip 9 – Fill out your experience :

Keep your formatting consistent for each job and make sure this section is filled up completely. This will help recruiters to learn about your current role and help you land better opportunities.

Tip 10 -Completeness score :

Follow the recommendations, suggestions from Linkedin and fill up the incomplete sections to up your score

It’s an extremely competitive market filled with hundreds of “hot startups” calling on all of the same candidates. The hiring pool for top tech talent is small. For every qualified candidate, there are myriad recruiters trying to snatch them up.

Create a proactive talent pipeline: Time is valuable. Given your time as a recruiter is very precious, don’t start your hiring project without having a well planner sourcing strategy. Here are the steps for you to get started to hire top talent.

Step -1: Launch your search

• Official kickoff call. Deep dive into your company details (product, metrics, culture) so the search team can be an extension of the team in the market.
• Create job description, candidate assessment criteria/scorecard, and internal interview process
• Choose the most relevant sourcing mediums and tap them first – Referral, Linkedin, or a specific job portal.
• They then identify a relevant market map of target companies to source candidates from

Step 2:  Active sourcing and presenting 

• Shortlist relevant candidates and do initial screening calls to pitch the company and assess the experience
• Qualify based on your assessment and create your active pool.
• Have atleast 8-10 active pool of candidates – keep them engaged and warm and follow the interview process.

Step 3: Close the Interview process ideally in 2 week’s time

• Create the best candidate experience throughout the interview process.
• Follow open communication with all the candidates and don’t keep them waiting.
• Move the selected candidates to the offer funnel and complete all the checks as early as possible.
• Offer ongoing advisory and monthly touchpoints with the offered candidates.

If you’re a start-up recruiter or a hiring manager facing hiring challenges, connect with us. We offer the best hiring solutions and our TAT for closing is less than 30 days.

“Your resume certainly plays a big part if you’re starting your job search. Think of your resume as a potential marketing tool to sell yourself”.

Remember your effort is worth it in investing and crafting a perfect CV. A good resume gets good results – it will increase your chance to interview in noticeable ways.

Here are the two parts to write your resume

Part – 1

What to Include in Your Resume: A Guide to Crafting a Standout CV

Your resume is your first impression to potential employers, so make it count. A well-crafted resume is not just about listing experiences; it’s about showcasing your skills and value concisely. Ideally, your resume should be 1-2 pages long if you’re a student or early in your career and no more than 2-3 pages for seasoned professionals. Here’s a comprehensive guide to help you build a resume that stands out:

Essential Components of Your Resume

1. Choose a Resume Format
   Select a format that best highlights your experience and skills. Most people choose chronological, functional, or combination formats, depending on their background.
2. Add Your Name and Contact Information
   Ensure your name, phone number, email address, and LinkedIn or portfolio links are prominently displayed.
3. Create a Standout Resume Headline
   A headline can be a quick summary of who you are professionally. Example: “Data Analyst with 5+ Years of Experience in Market Research.”
4. Write a Compelling Summary Statement
   Your summary should be a concise overview of your professional background, skills, and what you’re looking for. This sets the tone for your resume and entices recruiters to keep reading.
5. Detail Your Work Experience
   Include your work history with job titles, company names, dates, and a summary of responsibilities and achievements. Focus on results you’ve delivered rather than just duties.
6. List Relevant Skills and Keywords
   Use industry-relevant skills and keywords that match the job description. This can help your resume pass through applicant tracking systems (ATS).
7. Include Education, Certifications, and Relevant Information
   List your academic background, certifications, and any professional training that strengthens your application.
8. Highlight Accomplishments
   If you have won awards or achieved milestones, mention the most significant ones that showcase your value.
9. Link to an Online Portfolio (Optional)
   If relevant to your field, include a link to your online portfolio or professional website to provide further insights into your work.

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How to Create the Perfect Resume Layout

Your layout is essential for readability and making a great first impression. Here are tips for a clean, professional look:

1. Keep It Concise
   Be brief yet impactful. The more experience you have, the more succinct your statements should be. Highlight your value clearly without unnecessary detail.
2. Cover the Basics
   Ensure your resume includes your name, contact information, a brief summary, qualifications, and work history. These are non-negotiable elements.
3. Use Reverse Chronological Order
   Start with your most recent role and work backward. Recruiters expect this structure, and it helps them quickly find your latest and most relevant experiences.
4. Choose an Easy-to-Read Design
   Avoid overly creative fonts or colorful layouts. Stick to professional fonts like Times New Roman or Arial on a white background. Simplicity in design enhances readability and professionalism.
5. Tell (and Sell) Your Career Story
   Think of your resume as the narrative of your career. Each section should contribute to telling that story in a way that’s persuasive and clear. Craft your summary and work experience to give a sense of progression and value.
6. Proofread Carefully
   Spelling mistakes and grammar errors can be dealbreakers. Have a trusted friend or colleague proofread your resume to ensure it’s polished and error-free.

Ready to Land Your Dream Job?

Now that your resume is polished and professional, it’s time to take the next step! Start applying to your dream jobs with confidence, knowing that your resume reflects the best of your skills, experience, and potential. Good luck!

Is Your Startup Ready for Its First Hires?

Growing a startup is thrilling yet challenging. One of the biggest decisions founders face is when to make their first hires. The timing of bringing in new team members can be tricky to determine, but it’s crucial for your startup’s growth. After securing funding, hiring becomes one of the most significant factors in scaling your company. Having the right people in the right roles at the right time is essential for success.

To help you make informed, strategic hiring decisions, we’re sharing some tried-and-true tips for building a solid startup team.

Why the First Hire Matters

In a startup, every hire counts—sometimes more than you realize. Bringing on a new team member can either accelerate growth or create setbacks, depending on the fit. Startups aren’t for everyone; some will thrive in the fast-paced, dynamic environment, while others may find it overwhelming or unfulfilling. Knowing this from the start can help you attract talent that’s genuinely excited by the opportunity to build something new.

Here’s What You Need to Know for a Successful First Hire:

1. Seek Flexibility in Compensation
   The ideal hire is someone who believes in your mission and is willing to work within your budget. They understand that early-stage startups may not offer the highest salaries but often come with other rewards, such as equity, learning opportunities, and a strong culture of innovation.
2. Forget the “Perfect” Candidate
   When hiring for a startup, don’t get too hung up on finding a flawless candidate. Focus instead on adaptability, resourcefulness, and cultural fit. The perfect startup team member is someone who can wear multiple hats and is willing to learn and grow with your company.
3. Build Your Startup Brand Early
   Your startup brand plays a huge role in attracting top talent. Before you even start hiring, work on building buzz around your mission, values, and the exciting problems you’re solving. This will help you naturally attract people who are passionate about your vision.
4. Start with Your Network
   For those first crucial hires, look to your personal and professional networks. These connections can introduce you to potential candidates who already understand and believe in your startup’s mission. Referrals from your network often bring in talent who are highly motivated and aligned with your goals.
5. Challenge Traditional Hiring Norms
   Hiring for a startup is different from traditional corporate hiring. Be creative, flexible, and think outside the box. Consider unconventional approaches like offering remote work, flexible schedules, or unique perks that might appeal to innovative thinkers.
6. Define Your Ideal Team Member
   Create a profile of what a “good-fit” employee looks like for your startup. This will help you identify candidates with the right attributes and mindset during the screening and interview processes. Having a clear persona will guide your evaluations and ensure that new hires add value to your team.
7. Invest in Startup Recruiting Expertise
   Consider partnering with recruiters who specialize in startup talent acquisition. Skilled startup recruiters understand the unique challenges and opportunities of early-stage hiring and can help you source candidates who have the potential to make a big impact.

Making the Right Decision

The end goal of your interviews is to select the best candidate for both the role and your startup team. A straightforward, effective approach is to score candidates based on culture fit, practical abilities, and performance in hands-on assessments. This scoring helps keep evaluations objective and ensures you’re choosing the right person to move your startup forward.

If you need assistance designing an effective candidate assessment process, reach out to us! Send us your requirements, and we’ll provide free assessment templates to help you make informed hiring decisions.