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6 KPIs Your Hire Needs to Hit to Pass the Probation Period

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Regardless of whether you enforce a probationary period or not, you need to ensure that your new hire has completed the onboarding process successfully and fits the organizational culture.

Even the best recruiters out there can't gauge employment efficiency during the interview cycle. And several studies, including a recent survey by Checkster Research, show that 78% of applicants misrepresent themselves.

While we continuously refine and improve our recruitment process, certain metrics can't be deducted over the course of an interview or two. Speed of execution, working in a team environment and attention to detail are some of the common denominators that require a trial period to ensure a fruitful collaboration in time.

While probationary periods aren't formally required for most U.S. businesses, Europe has established a clear difference between a trial hire and a full-time contract worker. Letting go of talent once they are hired as a permanent employee is complicated and usually involves a hefty unemployment benefits package paid for by the employer.

To ensure a healthy and thriving company culture, we have defined the following KPIs that every hire needs to pass in order to be welcomed as a permanent employee in the organization.

Related: How Can You Tell Whether Your Employees Are 'FIT' for Leadership? This Simple Acronym Can Help.

Integrating the new recruit during the onboarding process involves different parties their colleagues, the supervisor and other team members in charge of shared activities.

Some organizations introduce the concept of an "onboarding buddy" the go-to person responsible for bringing the new hire up to speed, showing him or her around and helping him or her get attuned to the best practices.

After spending several weeks interacting with colleagues, interview your peers and find out how they feel about the new hire.

Some probing questions you can........

© Entrepreneur

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