Is it okay to ask this before applying?

[cheesykneesy]

I am about to apply for voluntary redundancy. The standard date for termination of contract is 28th July, but an earlier date can be agreed if possible. I will also have approximately three weeks annual leave to use. I have to enter my requested leave date
on my application.

I can't be sure one way or the other if my application will be accepted.

However, I've seen a job today which I'm keen to apply for (only in the hope VR will be granted).

I can see when the interview date (3rd May) but is it acceptable to ask what the intended start date would be? This is a maternity cover post, so start date could obviously change, but generally speaking?

If the job was to start on, for example, 5th June, that's likely too early to negotiate with my current employer, and I don't want to leave my current job without the VR package as this one is less money. So I don't want to waste time applying for something if I couldn't make the dates work, if I was successful.

Hope this makes sense!

Thanks

You could absolutely ask and could also say "I can't start before x date due to my current role". Hope it all goes well!

You can ask but most jobs won't have a fixed start date, as they'll need to be flexible depending on the notice period of the successful candidate. But 3 month notice periods are fairly standard, so I'd by all means tell them "I'd like to apply, but can't start before X date. Would this be an issue?"

Yes I think that's fine to ask. Most employers will understand that people have to give at least some notice to their current employer, and if it's a relatively senior role 2-3 months is not unheard of. Most people would rather have a good candidate that starts a few weeks later rather than limit themselves only to the currently unemployed/self-employed (not that there's anything wrong with being unemployed of course but you wouldn't want to limit it).

Thanks for the replies.

Do you think it is better to phone and ask than to email? It's so long since I applied for anything externally that I am second guessing everything!

I'd pop the HR/Recruitment team an email. To be honest I've always applied and then worked out start date after successful interview. As another poster said, they don't tend to have a set date in mind as they're aware candidates will have varying notice periods/booked holidays/commitments.

You can only work with definites on this. Let's face it the new employer could change their intended start date, depending on a change in circumstances with the mat leave employee.

apply for the voluntary redundancy using the known information re your holiday entitlement and based on their stated end of contract date.

Then apply for the new role and if you get the job, go with that as the known facts to your employer and see if you can negotiate a release date. If you try to pre-empt things you'll end up tying yourself in knots working out the ifs and buts and maybes.

you may not get invited for interview, you may go for interview and not get offered the job. The start date will be flexible according to the successful candidate's circumstances, eg if they are in a 3 month notice period the new employer must honour that.

Don't most applications asked for notice period though? Contractually, mine is 4 weeks, but that wouldn't apply in this case. So do I just write in the latest date I expect to be able to start? Which is mid July.

I can't negotiate a release date with my employer at the point of being offered something else. I offer one when I apply for VR and they can accept or decline. Other than that it's the date they have set, minus my annual leave.

The do tend to, but 99% of places have wiggle room for pre employment checks. You never know how long a reference will take etc! I'd just be up front at interview and say you're available from x date.
If you need to check that it's okay beforehand then of course ring through or email. But honestly I've never known a role to have a set start date. I interviewed for a new role when on mat leave and told them in the interview when my leave ended (few months time) and that I'd be available from then. Though this was NHS so very lenient as you know DBS/occi health can take weeks.

re: your VR application - if the final date is 28 July (notice period presumably doesn't apply, they will agree to release you in 28th), then working back 3 weeks, due to your Leave, you'd be asking for release on Fri 7 July to your current employer in your VR.

I would go along for the interview if invited and cross the bridge about your availability if and when you're offered the job. I wouldn't create complexity by asking them about start dates this early - it will be what it will be. You know when you're available as you've stated it on your VR, ie Mon 10 July - if they need you any sooner, you can say you'll let them know as soon as you've checked with your employer if they are prepared to release you soon than 7 July. Likelihood is they will need time for references etc so that time will pass quickly.

Completely agree @Olivia199 Recruiters want the right person and very often they are willing to wait, they don't put barriers in the way like inflexible start dates because they know people have a myriad variable contracts of employment and Ts and Cs to grapple with!

I would apply. If you make it to interview they will ask when you can start.

I agree with @daisychain01 . At this point the advertising employers are hoping for loads of good candidates. They are more likely to give you a routine, by-the-book answer.

The answer only matters if you are offered the job. It will probably take longer than they anticipate to appoint; it usually seems to, at least in my sector. At that point the employer will be motivated to co-operate reasonably with the successful candidate. Chances of the answer you want will be higher

I agree with @daisychain01 too. Go to interview if invited, and talk about the start date when you’re offered the job.
In my sector and at my grade we’re all on 3 month notice periods. Employers are used to candidates who are on long notice periods which often can’t be negotiated down.