What is a probation period, and how to make it effective?
Hiring new candidates right now is quite costly. They are working on screening through piles of resumes, doing interviews, and other onboarding stages. The HR manager plays a significant role in identifying, recruiting, and training the right talent.
Companies will need time to get the right people to match with the position.
The trial period for new employees will vary. It can result in an offer for a permanent employment contract for the candidate if they achieve the KPI. That is called, ‘The probationary period.’
What is a probation period?
The probation period is when employers use it as a preliminary process. The purpose of this period is to assess employees’ skills and their properness. If they can pass this stage, The company will automatically offer them a permanent job role.
HR managers and supervisors alike share the responsibility to determine the success of a probationary period. They require to be alert, cautious and objectively assess the new hires’ performance during the trial period. Here are five tips for managers to effectively manage probationary talent:
It is a positive thing if the manager conducts regular meetings during the probation period. This effort allows the employee to get an understanding of the business and its role.
Both parties must write down the discussion during the meetings. It will help as a reminder and provide a record of performance at a later stage.
At the same time, the assessor can evaluate the employee’s attitude and personality. This evaluation can produce an insight that the staff is fit for the job roles, the other staff members, and your company culture.
Extension to probationary periods
There are three possibilities outcome to a final probationary review meeting:
- They may pass and become a permanent member of staff.
- They are not suited to the role, and the employer dismisses them.
- You extend their probationary review period. It will give them additional time in reaching the level required.
If the probationary period expires without the employer taking action, the employee will presume to be confirmed in the role. They should receive a contractual notice period that applies to passing probation.
New employees, especially fresh graduates, are still new to the workplace. They require more assistance in executing their job roles. Therefore, employers should provide adequate support, help, and consistent feedback. This effort will improve their skills during the trial period.
The company should provide specific examples of areas. As a result, the employee can develop their performance to avoid generalizations. Besides that, the leader needs to assess employee concerns and issues during the probationary period. It includes the challenges and searches for immediate resolution.
Setting expectations is a crucial factor for the new employee during the probationary period. An essential part is ensuring that they understand the employer’s expectations.
With a clear key performance indicator, the assessor can quickly identify and recognize the staff’s strengths and weaknesses. Consequently, A good understanding of the company’s expectations will accommodate the employee to perform at an acceptable performance level sooner.
A helpful and friendly mentor is an essential part of new employees. It will impact their performance growth during the probationary period. By providing a mentor, you can help new employees adaptation to your company’s working environment.
Additionally, a mentor can assist new employees in exchanging ideas and sharing experiences. This approach will improve new staff self-confidence and ability to meet expectations.
Although recruitment processes usually contain a job interview or a practical assessment, these processes are sometimes less perfect for ensuring the proper selection. Even if you have an extensive recruitment process, The employer might still end up with someone who underperforms or doesn’t fit your organisation without the probationary period.
Probation periods allow you to assess recruits “on the job.” It will enable the employer to manage the relationship more flexibly and address problems before committing to an ongoing employment arrangement.
Managing new talent effectively during the probation period requires patience, time, investments and efforts to train the new workforce to meet the job requirements and industry expectations.
In light of this, clarity of the performance expectations is required during this period. The employer should also accommodate The support and training for the new staff. Consequently, this mechanism can assess the staff outcomes easier when facing many issues. It will be straight at the point of review.
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