"When are you available?" This is one of the classic interview questions. At first glance, it may seem trivial, but when you think about it, it is not quite so straightforward. Some recruiters ask this question systematically. This is particularly true of Human Resources departments, which often work from a structured set of interview questions.
How should you approach the question of availability depending on your situation?
When you are speaking to an operational manager who is not a recruitment specialist, this question generally has a positive implication. Such individuals do not usually follow a rigid interview script. If they ask you this question, it is because they are interested in your profile. You have not been ruled out.
When someone has no intention of hiring you, they do not project themselves into the future. They do not consider when or how you might join their team. Therefore, take this question as a positive sign that you are on the right track.
If you are currently seeking employment, there is no reason to hesitate in your answer: reaffirm your motivation and your interest in joining the company as soon as possible.
However, a particular issue may arise if you are already employed and interviewing with another company. At some point, you will probably need to negotiate your notice period.
Generally, candidates hesitate between two options.
Perhaps this sounds familiar to you. You may be asking yourself:
- Should I say that I am available immediately or very soon, even though I will then have to negotiate with my current employer?
- Or should I mention my notice period, even though the company might decide to offer the position to someone else?
How should you answer the question "When are you available?" if you are already employed?
The most effective approach is to be honest about the length of your notice period. If your notice period is three months, it is not unreasonable to ask for three and a half months, allowing time to inform your employer, obtain any necessary HR approval, and clarify the employer’s expected timeframe.
There are two possible scenarios: either the company recruiting you has time on its side, or it does not.
For example, if the previous employee has only recently handed in their resignation and still has to work through their notice period, the company will generally have more time to complete the recruitment process.
On the other hand, if the role is newly created, the company may be under pressure and need to recruit more quickly.
In the first scenario, a three-month timeframe is perfectly reasonable. A business owner once put it to me this way:
"When I hire someone, I hope to keep them for at least three or four years. I would rather wait two months longer than planned and hire the right person than rush into a recruitment decision and end up having to let that person go six months later."
This is a very important point to bear in mind. If, after four interviews, you have been selected, the company has already invested significant time in your application. It is therefore more likely to wait a few additional weeks or months if the recruiter believes you are the right person for the role.
In the second scenario, it is worth clarifying why the recruitment need is so urgent. Could this be a problematic position? Does the company have recruitment or people-management practices that result in very high staff turnover? Perhaps the company is unconcerned because there is a sufficiently large pool of candidates and it does not need to focus on long-term career development.
Obtain a firm job offer before leaving your current position
If you are already employed, it is essential to secure a written offer. Sometimes a company is extremely keen to recruit you and paints an attractive picture of the role during the interview process. However, when it comes to putting the job description and remuneration package in writing, there can be discrepancies.
You might therefore conclude the interview by saying: "Once you have made me a formal offer, I will be in a position to discuss the matter with my current employer."
When the role is particularly appealing, it may be tempting to say that you can negotiate your notice period with your current employer. The problem with this approach is that it exposes you to risk. You take a risk if you discuss your potential departure with your employer before anything has been formally agreed.
This is especially true if you have not previously indicated that you were considering a career move and your employer has therefore not had the opportunity to offer you progression, for example. In that case, you may be giving away some of your bargaining power, particularly regarding potential promotion opportunities and/or a salary increase.
That is why it is crucial not to announce a change until you are completely certain about the nature of your next role. Nothing provides greater certainty than a written offer. Ultimately, it is up to you to decide what level of risk you are prepared to accept.
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