“Giving Your Employee A Three Months Probations Helps You Understand and Know Your Employee Better”

Most of the companies use “probationary periods” when hiring new employees. The probationary period is used as a time to assess whether the new hire is a good fit for the position. Having a probationary period on new hires allow the employer to monitor the employee’s performances and their attitude at work. While the new employee might look good on their CV, he/she might underperform in your business/startups. The new hire might also find it hard to suit the business culture. In this article, we help you understand why should you test your employee for at least three months:

A Common Reason for Using Probation: The Standard Recruitment Process an Interview Isn’t Perfect

Even though you have a thorough hiring process, you can still end up with someone who underperforms or doesn’t fit your organization. It is common for the new hires to don’t deliver the skills or performances they promised at interview or any hiring process. Your new employee might also have poor timekeeping or attendance, or even having a bad fit in terms of personality and organizational culture.

Probationary periods helps you to manage the relationship with your employee more flexible; it allows you to address the problems before agreeing on a full contract. Besides giving you the benefits of knowing your new hire more, probationary periods will also help your employees understand your business more and decide whether they like the job or not.

Opportunity to Evaluate The New Employee’s Performances, Commitment, and General Suitability for The Role

Probationary periods gives you the time to evaluate the new employee’s performances without promising them the contract. Evaluating allows you to understand your new employee better. Even though their CV might tell that they fitted for the role, on the real case, he/she might not provide for the position.

Three months probationary period helps you analyze the strengths and weaknesses of your new candidates. If the new hire doesn’t meet the current role expectation, you can always transfer them to another division that you see fit. Transfering good candidates to another division help your business in not losing a person that have potentials.

Take The Necessary Action If They Are Failing to Meet The Requirements à Termination

Within the three months probation period, you are allowed to terminate the new hire if they are failing to meet the requirements. The probationary period can act as a warning and gives the employee a chance to get his/her act together. Let your new employees understand their deficiencies and work on correcting them during the period.

Remember that the probationary period real aim is to bring a productive employee on board. Make sure to support your new employees to know what is expected from them during the probation period and after. Help your new hire to develop the knowledge and skills needed to fulfill their unique role through training. Always evaluate and review your new hire performances before the probation period to help them understand their quality of work.

RPS’s main reasons why we need at least three months

In 90 days or 3 months of employment, at least we can see the actual color: hard skills and soft skills of that new employee. Because sometimes, While the new employee might look good on paper, he might not have the necessary people skills or work experience to do the job in question well.


We believe that a three months probationary period is necessary, no matter at what industry your business runs in. Probationary period helps fill in the gap that any hiring process can’t fill. Probation makes you, as the employer know your new employee more deeply in their performances, commitment, and work attitude. The option of developing the employee or terminating them is given through the probation period. On the other hand, we also believe that the new employee has the right to choose too. Probationary period helps the new employee to determine whether they fitted in the role or not.

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