"When are you available?" That is one of the classic interview questions. At first glance, it may seem fairly harmless, but on closer inspection, it is not quite so straightforward. Some recruiters ask this question systematically, particularly Human Resources departments, which often work from a structured set of interview questions.
How should you approach the availability question depending on your situation?
When you are speaking with 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 framework. If they ask when you are available, it is often because they are genuinely interested in your profile. In other words, you are still very much in the running.
When someone has no intention of hiring you, they do not tend to think ahead. They are not considering 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 looking for work, there is no need to hesitate. You can reaffirm your enthusiasm and interest in joining the company as soon as possible. If the interview is going well, you might even turn the question around by asking "When would you like me to start?"
However, things become a little more complicated if you are already employed and attending an interview with another company.
How should you answer "When are you available?" If you are already employed?
The most effective approach is to be honest about your notice period. If your contract requires one month's notice, it is perfectly reasonable to say that you would be available in around six weeks, allowing time to inform your employer and complete the necessary HR procedures.
In Luxembourg, notice periods are generally quite short, which means you can often become available relatively quickly. If you would like to extend your start date beyond your notice period in order to manage personal matters, such as childcare arrangements, a house move, or simply taking a holiday, you can mention this during the interview. It is perfectly acceptable to explain honestly that you will need time for these commitments. That said, if the employer appears to be in a hurry, it may be wise not to emphasise your holiday plans too much...
For more information on notice periods, see our dedicated article on resigning in Luxembourg.
Then there are two possible scenarios: either the company has time on its side... or it does not.
For example, if the previous employee has only recently handed in their resignation and still needs to work through their notice period, the company has more time available to recruit a replacement.
On the other hand, if the role is newly created, the organisation may be under greater pressure to recruit quickly.
In the first scenario, a delay of several months is not necessarily unreasonable. As one business owner explains:
"When I hire someone, I hope to keep them for at least three or four years. I would rather wait an extra two months and hire the right person than rush into recruiting someone I may need to let go within six months."
This is an important point to keep in mind. If, after four interviews, you have been selected as the preferred candidate, the company has already invested a considerable amount of time in your application. If the recruiter believes you are the right person for the role, they are often willing to wait several weeks, or even a few months, for you to become available.
Likewise, if you are applying for a specialist position requiring substantial expertise and/or experience, recruiters are generally more prepared to take their time.
In the second scenario, it is worth clarifying why the recruitment need is so urgent. Could the role be a difficult one? Does the company have recruitment or staff management practices that lead to high employee turnover? Perhaps it is simply unconcerned because there is a large enough pool of potential candidates and therefore little need to focus on career development or staff retention.
Obtain a written job offer before changing jobs
If you are currently employed, it is essential to secure a written offer. Sometimes a company is keen to recruit you and presents an attractive opportunity during the interview process. However, when it comes to formalising the role description and salary in writing, the reality may differ from what was discussed.
A useful way to conclude the interview is: "Once you have provided me with a written offer of employment, I will be in a position to discuss the matter with my current employer."
A job offer or offer of employment provides a degree of security because it represents the employer’s commitment to hire you. Once it has been signed, the employer is obliged to recruit you when you become available, meaning you can leave your current role with confidence.
When the opportunity is particularly appealing, it may be tempting to say that you can negotiate your notice period with your current employer. The problem is that this approach carries risks. You place yourself in a vulnerable position if you raise the prospect of leaving with your employer before they expect it.
This is especially true if you have not previously indicated that you were considering a career move and your employer has not had the opportunity to offer you progression or development opportunities. In such circumstances, you may weaken your negotiating position regarding future advancement and/or a salary increase.
For this reason, it is crucial not to announce a move until you are certain about the details of your next role. Nothing provides greater clarity than a written agreement. Ultimately, the level of risk you are willing to take is up to you.
If you are looking to change your life, switch careers, or undertake further training, explore more than 5,000 job opportunities online at Moovijob.com, as well as continuing professional development and training opportunities in Luxembourg.