Should I give 2 weeks notice before background check?

Giving two weeks notice before a background check is a common dilemma that many job seekers face. On one hand, you want to maintain professionalism and leave your current job on good terms. On the other hand, you don’t want to risk the new job opportunity falling through if something shows up in the background check. There are pros and cons to both options that are worth considering.

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The Benefits of Giving Two Weeks Notice

Here are some potential benefits of giving two weeks notice before your background check:

It maintains positive relationships and professionalism. Giving proper notice allows you to leave your current job more gracefully and not burn bridges.

It gives your employer time to prepare for your departure. This minimizes disruption and allows time to hand off your responsibilities.
It keeps you eligible for rehire in case the new job falls through. Your employer will appreciate the notice period.
It allows you to wrap up any outstanding projects and loose ends. You can provide thorough documentation and transition notes.

You may be able to get a letter of recommendation from your manager. They’ll be more inclined to give you one if you give notice.
It reflects well on your overall professionalism. Future employers may see your ability to give notice as a positive sign.

Overall, giving notice can maintain your reputation and leave things on a positive note. Your current employer will appreciate the gesture, and it shows that you’re committed to professionalism even when moving on.

The Risks of Giving Notice Before a Background Check

However, there are also risks associated with giving notice in advance of a background check:

The new job may fall through if something appears in the check. Then you’ll be left without either job.
Your employer may walk you out immediately. Some companies will terminate employees right away to protect proprietary information.

You may burn bridges if your employer is upset about you leaving. Some managers take it personally when employees move on.
It can be awkward staying for 2 more weeks once you resign. Both you and the employer may just want to move on.
You lose any negotiating leverage related to start date if the background check reveals issues. You’ve already resigned from your current job.

It can introduce stress if you have financial responsibilities. You don’t want to be left without income if the new job doesn’t work out.

The main risk is giving notice before finalizing the new job offer and completing the background check process. Ideally, you want confirmed start date before resigning from your current role.

Key Factors to Consider

If you’re unsure about whether to give notice before a background check, consider the following factors:

How likely issues are to arise in the background check. If you know everything will come back clean, there is less risk.
The culture and policies of your current employer. Will they terminate you immediately?
Your relationship with your current manager and team. Will they understand if you explain the situation?

Your financial position and ability to be without work temporarily if needed.
The start date for the new job. Is there flexibility if the background check causes delays?

Evaluating these factors can help determine the best course of action for your unique situation. Be sure to weigh the pros and cons and the level of risk you’re willing to take.

Strategies to Minimize Risk

If you decide to provide notice before your background check is complete, there are some strategies to help minimize risk:

Be upfront with your current employer about why you need to give early notice and your start date is not yet confirmed.
Offer to help transition your responsibilities and tie up loose ends to maintain positive relations.

Request a letter of recommendation while parting on good terms.
Build up emergency savings to cover bills just in case you end up temporarily unemployed.
Discuss the timeline with the new employer and determine if they can provide flexibility if needed.

Make sure the background check provider can turn around results within your notice period.

Taking proactive steps can help reduce risks and keep both your current and future employers satisfied. Having candid conversations is key.

Alternatives to Giving Full Notice

Here are some alternatives to consider instead of providing a full two weeks notice before your background check is complete:

Give a shorter notice period – Providing 5-7 days notice or working just 1 week of your 2 week notice can help ease the transition.
Use vacation time – You may be able take vacation or personal days to account for some of the notice period.
Offer consulting after departure – Propose a consulting arrangement to help with transition for a period after your last day.

Provide an open end date – Don’t set a firm last day until the background check clears and new start date is set.
Ask about rescinding notice – Find out if you can rescind your notice if the new job falls through for some reason.
Coordinate start dates – See if you can negotiate your start dates with the old and new jobs to avoid overlap.

Checking if these options are feasible can provide alternatives to giving a full two weeks notice before finalizing the new job offer.

Conducting Your Due Diligence

Before providing notice, it’s important to conduct due diligence on the new job opportunity:

Carefully review the written job offer for any contingencies or conditions.

Confirm start date verbally with the new employer and request flexibility if possible.
Ask about the background check process, what it covers, and timing expectations.
Discuss any concerns you have about issues arising with a recruiter or HR representative.

Research the new employer’s reputation for rescinded offers if anything comes up.
Evaluate your budget and financial position to withstand unemployment if required.

Having all the information upfront can prevent any unwanted surprises down the road after you provide notice to your current employer.

Handling Background Check Delays

If your background check gets delayed, there are a few ways to handle the situation:

Communicate with both employers to explain the delay and discuss options.
Ask your current employer if they will allow you to extend your end date by a week or two if needed.

See if the new employer can push back your start date until the check clears.
Inquire if you can start in a temporary role or under a contingency offer until the check completes.
Determine if you have accrued vacation or sick days to bridge any gap between end and start dates.

Be prepared to take unpaid time off as a last resort if the delay is brief and you can afford it.

Most employers will understand delays are outside of your control. Maintaining open communication is key to buying yourself more time if needed.

Scenarios Where Notice May Not be Advised

While giving notice is standard practice, there are some scenarios where it may be better advised to hold off:

If the manager has a history of walking employees out – Don’t risk being escorted out if you have reason to believe they won’t allow you to work the full notice period.
When transitioning to a competitor – Your employer may perceive you as a risk if moving to a competitor and cut ties immediately.
If there are allegations of misconduct – If you are the subject of an investigation or formal complaints, giving notice could escalate the situation.

When Roles don’t overlap – If your current and new roles don’t share any common skills or knowledge, an extended notice may not add value.
If the company is conducting layoffs – During downsizing, standard practices may be overlooked and your notice declined.

Carefully evaluate the situation before providing notice if any of these red flags exist.

Following Up After Resigning

Once you formally resign, make sure to follow up on next steps:

Submit your notice in writing to your manager and the HR department for documentation.
Confirm when your actual last day will be based on the notice period.

Find out when you’ll receive your final paycheck.
Ask about keeping or forfeiting any unused vacation/sick days.
Notify your team and colleagues to ensure proper handoffs of your work.

Coordinate the return any company property, badges, keys, equipment, etc.
Review benefits manuals to understand how benefits are impacted after departure.
Request letters of recommendation from managers if desired.

Handling these details in a timely manner can prevent any open items or miscommunication. Keep your manager informed if any off-boarding issues arise.

Outlining a Transition Plan

To smooth the transition process, outline a transition plan to share with your manager when resigning. Include the following elements:

A project status overview summarizing outstanding work and next steps.

Recommendations for reassigning your open projects and responsibilities.
Timelines for completing or handing off important initiatives in progress.
Contact info and availability for answering questions after departure.

Details on where your current files and resources are stored.
An overview of incoming work and deadlines that will need coverage.
Notes on your network of external contacts and key points of contact.

Providing a clear roadmap makes the transition straightforward for those taking over your work. Offer to assist with the plan’s execution as needed during your remaining time.

Avoiding Burning Bridges When You Resign

To maintain positive relations even when resigning from a job, here are some tips:

Give proper notice based on your contract and company policy.

Show appreciation to your manager for the opportunities you were provided.
Be honest about your reasons for leaving while keeping things positive.
Offer to tie up loose ends and make yourself available for questions.

Provide ample documentation for anyone taking over your work.
Keep your last days focused on work and avoid venting frustrations.
Show discretion and professionalism if colleagues ask about your new job.

Express gratitude and well wishes to your team on your last day.

Handling the transition gracefully can preserve your professional relationships and reputation. This leaves the door open for future opportunities such as returning as a rehire down the road.

Conclusion

Deciding whether to give two weeks notice before a background check is a complex decision that requires weighing several risk factors. While giving notice is the conventional approach, forgoing notice may be advisable in certain situations when issues arising could leave you unemployed. Carefully evaluating your circumstances and relationship with your employer can determine the best course of action. If you do provide notice, take steps to minimize risk, follow up diligently after resigning, and maintain professionalism to avoid burning bridges. With thoughtful planning, you can make the transition smoothly while protecting yourself against potential pitfalls in the background check process.