The recruitment process in IT industry is an elaborate procedure right from selection, through screening and finally the placement. Criteria of selection in the IT sector primarily depends on skill set and years of expertise in the related field. Though communication skills, behaviour traits and overall personality of the candidate also plays an important role, in this scenario it takes a back seat. Candidates with shorter notice periods, a broad skill set, experience and proper credentials tend to get higher pay check and fetch better opportunities. Let us now explore one of the traits of recruitment in IT industry called as cooling period and analyse it.

 

What is Cooling Period with Respect to IT Companies?

Many IT giants like Infosys, TCS, Wipro, IBM and other smaller companies have a stipulated time frame called as the cooling period before one can try for a position in the particular company after a previous failed attempt. Cooling period varies from three months to one year depending on the company policy. Companies device cooling period depending on the time required by the candidate to brush up what is lacking in him with respect to his skills or any other aspect before again attempting for the position in their company.

 

Effects of Cooling Period on Talent Acquisition

In many cases the basis of rejection may be highly marginal for a given candidate. It might be his lacking in one among the required skill sets or due to absence of any required document or a required communication skill. Such cases tend to be biased towards the aspiring candidates due to the concept of cooling period. The candidate might be highly competent and skilled but he gets into the vicious circle of cooling period. IT companies are prone to losing their best talents due to the constraint of cooling period. The duration of cooling period must be kept at minimum by even the renowned companies for preventing loss of best talent pool, the recommended cooling period must be kept at a minimum of three months. One of the consequences of cooling period is that the candidates who are in the middle of interview process lose out to the position due to position being closed or dropped or there is a change in job requirement.



Remedies for Preventing Loss of Talent Pool due to Cooling Period

The best option is to analyse the rejection of a candidate by a particular company and to find out the real reason behind the rejection. If the rejection has happened due to minor drawbacks or unavailability of any documents, then the cooling period can be kept at one to three months. In case of candidates really lacking an important skill in the skill set, then the cooling period may be set at six months to one year depending on the case. Broadly speaking, if the concept of cooling period itself is nullified and the candidates are allowed for fresh attempts again and again, then chances of acquiring better candidates is brighter and there is no chance of loss of talent pool. It’s always easy to retain the candidate who is much interested to join the organization rather than offering the job to uninterested candidate and waiting for him to come onboard.

 

Whatever might be the constraint, whether it is cooling period or any other, candidates are expected to cross all the hurdles to acquire a best job for themselves. Hence, the candidates must be thorough with the job description and make sure that they possess all the required skill set and carry all the required documents for the interview. By these measures then can avoid the wrath of rejection. So best of luck guys and be really at your best in the next job interview.