A probationary period is a crucial phase at the start of an employee's journey within a company, where both the employer and the new hire evaluate the suitability of the role.
Lasting typically between 30 to 90 days, this trial period allows the employer to assess the employee's performance, behavior, and alignment with the company’s expectations, while giving the employee time to adjust to the new role and environment.
During this time, certain conditions, such as limited benefits and flexible job security, are often in place, and regular feedback is provided to ensure continuous improvement and support.
Discover more about what is a probationary period, their benefits and how to ensure a successful time on this article.
What is a probation period?
A probationary period is a specific duration at the beginning of an employee's employment during which the employer evaluates the new hire's performance, behaviour, and overall fit for the role and company. It serves as a trial period where the employer and the employee can assess if the employment relationship will be a good long-term match.
Key features of a probationary period:
- Defined Length: A probationary period usually lasts between 30 to 90 days, but it can extend up to six months or longer, depending on company policies or the job's complexity.
- Performance Evaluation: The employer closely monitors the new hire’s job performance, skills, and behaviour to ensure they meet the required standards and job expectations.
- Limited Benefits: Employees may have restricted access to full benefits (e.g., health insurance, retirement plans, paid time off) until after the probationary period is completed.
- Job Security: Termination flexibility is a key aspect. The employer typically has more freedom to end the employment relationship during this time without as many legal obligations, such as notice periods or severance pay.
- Training and Development: The probation period often includes onboarding, training, and mentorship, giving employees time to learn the role and adjust to the company culture.
- Feedback and Support: Regular feedback and progress check-ins are common during probation, helping the employee understand areas for improvement or recognition for good performance.
- Probationary Review: At the end of the probationary period, a formal review or evaluation is conducted by HR or managers.
- Mutual Assessment: The period allows both the employer and employee to assess if the position is a good fit. The employee can determine if they enjoy the role and the company, while the employer ensures they hire the right person.
These features make the probationary period an important phase for new hires and employers alike.
How to ensure a succesfull probationary period?
To ensure a successful probationary period, it starts with a solid recruitment process that uses tools like an Applicant Tracking System (ATS). An ATS streamlines hiring by filtering candidates to find those most qualified, reducing the risk of hiring the wrong person. Thorough candidate assessments during recruitment help match the right skills and cultural fit, setting new hires up for success from the start.
A comprehensive onboarding process is also critical. Clear communication of job expectations, assigning a mentor, and introducing company culture help employees integrate smoothly. Continuous feedback and support throughout the probationary period keep employees on track and allow them to adjust as needed, while setting measurable goals ensures performance is aligned with company standards.
Finally, offering training and development opportunities helps new hires build necessary skills and improve performance. Ongoing feedback, performance reviews, and a supportive work environment further ensure employees feel prepared and confident in their roles. This combined approach fosters a successful transition from probation to permanent employment.
