A candidate's expected notice period can change during recruitment. They may clarify an earlier estimate, receive new information about their current employment or explain that a previously discussed timing no longer applies. If the update stays in one message thread, colleagues can continue planning interviews or possible start dates around an outdated assumption.
A notice-period change record keeps the candidate's current stated position visible without turning it into a guaranteed leaving or start date.
Preserve the earlier working position
Record the notice information the recruitment team was previously using and when it was captured. Do not erase the earlier position in a way that makes previous scheduling discussions difficult to understand.
The history should explain why earlier recruitment notes may contain a different timeframe.
Capture the candidate's current statement accurately
Record what the candidate has actually said about their notice period or likely availability. Distinguish a confirmed contractual position from an estimate or matter the candidate is still checking where they have made that distinction.
Avoid adding certainty that the candidate did not provide.
Keep notice period separate from start-date agreement
A notice period does not by itself establish the date on which a candidate could or would start a new role. Keep candidate availability, employer offer details and any eventual start-date discussion as distinct recruitment information.
This reduces the risk of an internal estimate becoming an apparent commitment.
Identify live vacancy activity affected
Review active submissions, interview planning and hiring-manager updates that rely on the earlier notice information. Update current working records where the change is relevant.
Do not rewrite completed historical communication merely to make every record show the latest position.
Handover the change to the right colleagues
Make the current notice information visible to consultants managing relevant vacancies and to the appropriate hiring contact where it materially affects the process. Keep candidate information limited to what is needed for the recruitment activity.
A controlled handover is more reliable than expecting colleagues to find the latest message themselves.
Keep unresolved timing questions open
If the candidate is still confirming their position, record the outstanding question and give follow-up a clear owner. Do not choose a convenient date simply because vacancy planning needs one.
Uncertainty should remain visible until the candidate can clarify it.
Reconfirm before start-date planning
Before notice information is used in a significant offer or start-date discussion, check that the candidate's current position is still supported. Record any further update through the same process.
A clear notice-period change record keeps recruitment planning tied to current candidate information while preserving the distinction between an indicative timeframe and an agreed employment start date.