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The Early Joiner Dilemma: How to Keep Everyone (Including Yourself) Sane

 Some clients/companies want candidates to join yesterday, but candidates are tied up in notice periods like they're starring in a never-ending soap opera. So, what’s a recruiter to do when caught in this classic standoff? Fear not, for here’s your guide to handling these sticky situations like a pro!

1. Wave the Golden Carrot (Budget, Baby!)

When in doubt, dangle some extra cash.

  • Chat with your hiring manager to see if they can loosen the purse strings.
  • Pitch this as an “early joining bonus” to the candidate. It’s amazing how the words “bonus” and “extra” work like magic in negotiations!
  • Encourage the candidate to use this incentive as leverage to get an early release. After all, nothing says urgency like, “Hey, my new gig’s rolling out the red carpet for me!”

2. Play the “You’re Our Chosen One” Card

Who doesn’t love feeling special?

  • If budget flexibility is a no-go, focus on what you can offer: a sense of importance.
  • Tell the candidate why they’re a top choice and how the client has prioritized them over others. Sprinkle a little ego boost—it works wonders.
  • Frame it as: “The client specifically asked for you because you’re that good!” (Confidence level: unlocked.)

3. The Power of Feedback Therapy

Turn client feedback into a secret weapon.

  • Share glowing comments from the client directly with the candidate.
  • Example: “The client mentioned you’d be a game-changer for their team. They’re really looking forward to working with you!”
  • This not only motivates the candidate but makes them feel genuinely valued. Everyone loves a compliment, even during a notice period!

4. Know When to Fold ’Em

Sometimes, you’ve got to let go.

  • If the candidate keeps saying, “I can’t negotiate,” and is clearly uninterested in making any effort, it’s time to politely move on.
  • Do a little post-mortem to figure out what went wrong. Maybe the role wasn’t enticing enough, or the candidate was juggling better offers.
  • Always have a Plan B (and maybe even a Plan C) ready to go. Backup candidates are your safety net in this high-wire act.

5. Honesty is Your Best Policy

Trust is built on transparency, so keep it real with your candidates.

  • Be upfront about the client’s needs, timelines, and the importance of an early joining date.
  • Avoid over-promising or sugarcoating—it’s like building a house on quicksand.
  • Remember: a recruiter who communicates openly is a recruiter candidates trust.

6. The Budget Tango: Timing is Everything

Got a candidate whose expectations exceed the client’s budget? Let’s dance around this carefully.

  • Negotiate with the hiring manager to approve exceptions if the candidate’s worth it.
  • Hold off on sharing the offer details until the candidate’s notice period is nearly over—ideally 2-3 days before their Date of Joining (DOJ).
  • If the candidate is persistent about proof of selection, whip out the trusty Letter of Intent (LOI). It says, “You’re hired!” but leaves the nitty-gritty for later.

7. Lay the Groundwork Early

Set expectations during the first conversation.

  • Ask candidates outright: “How flexible is your notice period? Are you open to negotiating for an early release?”
  • Knowing their stance from Day 1 can save you a lot of back-and-forth drama.

8. Woo Them Like a Pro

Keeping candidates engaged during their notice period is an art—and you’re the artist!

  • Regularly check in with updates, appreciation, and maybe even a funny meme or two (if your vibe allows).
  • Pro tip: A little humor goes a long way in breaking the monotony of their waiting period.

9. Think Outside the Box

If the client is really in a rush, consider creative solutions:

  • Offer remote onboarding to get the ball rolling after the candidate wraps up their notice period.
  • Suggest part-time involvement for urgent tasks until they can join full-time.

10. Backup Plans Save Lives (or at Least Deadlines)

Let’s face it: no matter how perfect the candidate seems, things can go south.

  • Always have a pipeline of backup candidates ready to step in.
  • This way, if Plan A bails, Plan B can swoop in and save the day.

The Recruiter’s Motto:

“Plan for the worst, hope for the best, and always keep chocolate handy.”

By combining strategic thinking and clear communication, you can tackle early joiner requests like the recruitment wizard you are. Now, go forth and make those clients and candidates equally happy!


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