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Use this series of pages to guide you through the steps to take when recruiting staff. This includes designing, advertising, shortlisting and interviewing for the role, offering the job and inducting new staff.
Good induction and probation programmes can lead to more settled employees, better work performance and improved employee relations. This page can help you set them up.
An induction period helps new employees get to know their new organisation and understand their place within it.
An effective induction starts before the employee’s first day and continues during the first week or two at work. Once an employee’s completed their induction, they should understand:
You should build an induction process that’s flexible to meet individual needs.
A probation period is a trial period of employment, typically lasting six months.
The terms of probation should be set out in the written statement of terms and conditions. Your organisation may also have a specific probation procedure.
You should have a system in place to ensure a new employee’s performance and conduct is reviewed regularly during this period. For example, you could schedule probation review meetings:
At each meeting, you should review progress against the job description and any specific objectives or targets.
At the end of the probation period, you’ll need to decide whether to:
If you have concerns about your employee’s performance, take the following steps.
If the employee’s performance remains unsatisfactory, but could improve given a little more time, you could extend the probationary period.
You should make it clear to the employee that if things don’t improve during the extended period, you may need to terminate their contract.
Set out clearly the improvements you expect to see during the extended probationary period. Consider if you need to supply any extra support or training to help the employee meet your expectations.
Record details of the decision to extend probation in writing and give a copy to the employee.
If you decide to terminate an employee’s contract during or at the end of the probationary period, make sure you follow your organisation’s probationary procedure (if you have one).
If you don’t have a procedure, you should take the following steps.
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