Eight Criteria You Should Evaluate New Hires On During A Trial Period

Even when job candidates have all the knowledge and experience needed to excel in a position, they may not end up being the best fit for the job. For this reason, many employers choose to hire new employees on a trial period before deciding whether or not to keep them full-time.

When conducting a trial period for a new employee, there are several things you can evaluate candidates against to ensure they are a good fit. Below, eight members of the Young Entrepreneur Council discuss the criteria they recommend they use to evaluate new hires during a trial period and how those play a role in determining whether or not they decide to retain them as full-time employees.

1. Culture fit

The important thing to assess is the suitability of the culture. Of course, the first step to that is knowing your company culture. If speed, quick action, and collaboration are part of your company’s DNA, you need to find people who work the same way. As a general rule, senior employees tend to be less flexible in adopting your company culture, although this is not always the case. But whatever the role, culture fit is critical and is the number one thing against which employees should be evaluated. – Cody Candy, Bounce

2. Pioneering position

There are many qualities we look for in a potential hire. In general, we are looking for an “entrepreneurial attitude”, which can be divided into four main areas: motivation, adaptability, initiative, and momentum. If all goes well during the interview process, we will award a 60-day trial period to each new employee working full-time in the United States and use this as an opportunity to confirm that there is a cross-cultural fit. As a company, we move very quickly and ship code daily. At the same time, we want to hire people who can be the best versions of themselves with us, which is why cultural fit is one of the most important recruitment considerations for us. The most important factor is momentum, which is fuel and production for us. We want people who can move fast, think fast and act quickly while taking ownership of their work. Dennis Chang, Rod Flex

3. Adaptability

An employee’s probationary period is a great time to assess his performance and see what he can contribute to the company or whether he delivers what he promised during the hiring process. One of the important criteria for our company is a person’s ability to work or explore a wide range of tasks. This type of person is often the most adaptable to changes, and in these times of uncertainty we need a team player who has a wide range of knowledge and is not afraid to step out of his comfort zone, try new things and learn quickly. – Kyle Gauguin, Bowtrack

4. Interpersonal skills

During the trial period, we look for soft skills in the candidate. Are they friendly towards other employees? Do they show a principled attitude? Are they naturally problem solvers? These questions are important because building soft skills is more difficult than technical skills and requires you to be good with people. But measuring this information early will ensure that you hire the right person for your company. – Stephanie Wells, awesome shapes

5. Their interest in learning

During a new employee’s probationary period, one of the main criteria to evaluate against is whether or not they have an interest in learning. While some may initially struggle to fit in to learn a new role, how they respond to this struggle is the most important indicator of whether or not they will stay with the company. If new employees get frustrated and give up easily or do a mental check when faced with adversity, this is a bad sign for any growth-focused organization. Growth requires rapid learning, often under highly ambiguous conditions (the definition of a startup, according to Eric Ries). Therefore, if this process goes against the mood of the team member, it will be a hindrance to innovation, and ultimately business success. — Richard Fung, PageKits.com

6. Work Ethics

Business ethics are essential. Anyone can learn to do a job, but not everyone has the work ethic to keep doing a great job. They must be self-motivated and proactive. Do they want to find things to do if they aren’t busy? Do they ask questions and try to learn as much as they can? Look for employees who take notes when you give them instructions. This shows that they want to remember and complete tasks on their own rather than relying on others to help them. This does not mean that they are unwilling to ask questions. It shows their willingness to take responsibility. Also find out how they accept criticism. When someone learns a new job, they will make mistakes. How do they react when you tell them how you want them to complete the task instead? Are they defensive or ready to learn and adapt? – Jonathan Pritchard, MattressInsider.com

7. Alignment and talent

We do not assign “trial periods” to new employees, but if we did, the evaluation would be based on two things, not one. The first is value alignment: how well an individual and company’s values ​​align. Values ​​are deeply rooted and difficult to change or develop. When it is unbalanced, the cost is exorbitant in terms of damage to the organisation. The second is talent – as defined by repetitive patterns of behavior that can be productively applied in our business environment. Even if someone’s values ​​are aligned with the company, they still have to have the talent required for the role. The skills needed for a role are not enough. If you want to stand out, you need to hire them for talent. – Ben Landers, Blue Corona

8. Cooperative skills

Our company is far from 100%. Therefore, there are several things we keep in mind before hiring a new employee. Two of them are communication and collaboration skills. Our team is spread over 60 countries, and people work from different time zones. So it is important for us to see how well our employees fit into our work culture and how well they collaborate with the team without meeting them for months and sometimes years. Also, since they will mostly work on their own, they won’t have anyone to push them to get things done. Therefore, we want them to proactively complete their tasks and achieve their goals. – Thomas Griffin, OptinMonster

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