For almost every position, employers require employees to complete a probationary period. This takes place before both parties sign an official employment contract. It is a time for employees to become familiar with the environment and learn knowledge and experience. They can also demonstrate their individual abilities and determine their potential commitment to the business. For the company, it is also a period of getting to know the new employee. Managers monitor and assess the employee’s suitability throughout the probationary period.
1. The Purpose of Probation:
Every business is interested in finding the right people. Therefore, probation provides time for the business and employee to understand each other better. During this period, both the employee and the business can conduct a more thorough assessment to find a suitable partner.
Recruiting without assessment, or inaccurately assessing capabilities, can lead to serious consequences:
- Choosing the wrong person for the position.
- Wasting the business’s time and resources training the candidate.
- Wasting the employee’s time and effort.
- Losing talented employees.
- Paying an inappropriate salary.
Some employees perform very well during interviews and make great efforts to secure a permanent position. However, after signing the contract, they may work below expectations. This affects the business’s overall results. Such employees may also undermine team unity. An underperforming employee who continues to receive a regular salary can cause losses for the business.
Therefore, assessing probationary employees is essential in the recruitment process.
2. Effective Methods for Assessing Employees:
Như chúng ta thấy, hiện nay có rất nhiều hình thức đánh giá nhân viên thử việc. Thông dụng nhất là thông qua bảng điền khảo sát hoặc phỏng vấn đánh giá trực tiếp. Mỗi phương pháp đều sẽ có những ưu nhược điểm khác nhau.
In this article, we will explore the two assessment methods above.
2.1. Completing a Survey:
This method uses an information-based survey form or questionnaire for both employees and leaders. It assesses factors such as workload, work quality, attitude, compliance with rules, and more. Based on the results, leaders can gain an overview of employees’ capabilities. At the same time, employees can assess the criteria they have met directly on the survey.
2.2. Direct Interview:
Assessing employees through interviews helps recruiters explore and understand their personalities in greater depth. The interview can also proceed more smoothly, naturally, and comfortably. However, the results may be less objective because they are influenced by the interviewer’s subjective opinions.
3. Assessment Through a Capability Test:
Completing this test takes less than 60 minutes (for the assessment Uchida-Kraepelin from Japan) or 15 minutes (for the assessment Trait-map from Germany). Both the business and employees can clearly see the employee’s capabilities and work performance immediately after the results report is issued. In addition to measuring capabilities, these tests also identify work style, habits personality, and employees’ psychological fluctuations. This is something that neither of the two methods above can reveal.
Most importantly, these tests and reports can be administered to many people simultaneously. This optimizes both cost and time. They are suitable when a business needs to recruit people for positions that require employees to be productive immediately.
4. Why Assess Probationary Employees?
- Shortening and saving recruitment time
- Comprehensively assessing the capabilities and psychological aspects of probationary employees
- Enabling the business to recognize employees’ capabilities
- Helping recruiters build a pool of potential candidates
Contact Quest today for consultation on capability measurement solutions!
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