Making the most of the 90 day trial

Hiring the wrong person can be expensive, which was one of the arguments for reintroducing 90-day trial periods in December 2023. The key is not to view the trial period as a safety net, but as an opportunity for both you and your new employee to make sure the role is the right fit.

To get the most out of a trial period:

Start before day one. A trial period isn’t a substitute for good recruitment. Take time to check references, verify qualifications, and ask the right questions during the interview process.

Set people up for success. Be clear about expectations, provide training and support, and make sure your new employee understands what success looks like in their role.

Check in regularly. Regular conversations help you understand how a new employee is settling into their role, while giving them the chance to ask questions and seek support.

Address issues early. Don’t wait until week 12 to raise concerns. If something isn’t working, be clear about the improvements you expect to see.

Remember: the trial period works both ways. The first 90 days are also an opportunity for your employee to decide whether your business, team and culture are right for them.

Used well, a 90-day trial period can help you feel more confident in your hiring decisions and reduce the cost of getting them wrong.