Two Weeks’ Notice – it’s standard operating procedure. In fact, it’s so much a part of our overall culture, that Hollywood even made a movie called “Two Weeks’ Notice.” So what does it say, then, about a candidate who didn’t give two weeks’ notice before leaving their last position?

Track Record

If your candidate has a steady track record of constantly giving two or more weeks notice when departing a position, the one-off instance of no notice will likely be of little concern. It can often be chalked up to a temporary lapse in judgment or perhaps the result of extenuating circumstances. But if your candidate has left a wake of companies stumbling to cope with an abrupt absence, consider it a red flag.

Red Flag

A candidate who gives two weeks’ notice is saying they understand that while they personally have little, if anything, to gain by their presence in the position they are leaving, they are easing the transition process for their company. It’s a sign of good business practice and respect. A person who forgoes the two-week notice could be saying they don’t appreciate the challenges you’re facing as a hiring manager. It’s important to determine the cause for their sudden exit.

The Reason Why

When faced with a candidate who did not provide a two weeks’ notice, it can alleviate concerns by gaining greater insight into the reason for their swift departure. It may even be the choice of the departing organization. Depending on the nature of the business, some companies will ask employees to leave immediately as an information security precaution. Or if the position vacated by the candidate was a very low-wage position, their quick separation may be out of financial necessity, not a choice.

Reference Check

Without two weeks’ notice, it is wise to do a thorough reference check. Consider asking for more than you would review in a typical candidate situation. If the applicant provides a list of positive references, your concerns should be easily met. But if a client is reluctant to provide references or if the references hesitate when discussing the applicant’s business acumen, they’re conveying an important message.

Providing two weeks’ notice is an easy way for an applicant to demonstrate their professional, courteous nature. Exceptional situations that result in a candidate’s lack of two-week notice can always occur, but it should never be completely overlooked.

If you need help understanding an applicant’s work history and what it might mean for your company, let specialized staffing consultants at TekPartners give you the upper hand.