In addition to submitting a CV and performing well in interviews, candidates must successfully finish the employer's probationary period in order to be hired. The organizational culture will require candidates to adjust well because working in a new setting is vital, especially during the probationary term. After the probationary period, the human resources department will evaluate the employee to determine whether or not to offer them a contract. How then should employees be evaluated beyond their probationary period? Let's understand how to evaluate employees beyond the probationary term in this article with Faro Vietnam!

Assessing the working capacity of personnel

The ability to work is the most crucial consideration when deciding whether to select or reject a candidate. Perhaps, the first time the candidate entered, he or she was still weak in confidence and taken aback by the low level of job performance. However, over time, work performance remains poor and there is no explanation for the lack of work capacity. As a result, candidates must: Perform effectively on the allocated task throughout the probationary period to demonstrate their experience, talents, and commitment to the firm. Even if new employees occasionally don't perform a good job, their bosses will still support them if they are dedicated and passionate about their work.

In addition to capacity, employees' ethics are also concerned by businesses. If there is no sense and commitment to the principles and policies of the business, that candidate will eliminate himself.

When there are many distinct viewers, the workplace resembles a small social setting. Furthermore, it is crucial to discover a shared viewpoint in order for the task to go efficiently. It's important for applicants who are on probation to make an effort to get to know and fit in with others. From there, collaboration and mutual support are simple to achieve. During the probationary phase, the candidate's ability to adjust and become accustomed to the surroundings and company culture will be highly valued.

As a probationary employee, they should demonstrate their abilities and innovation rather than adhering too passively to stereotypes based on the business's structure. The probationer must also be aware of how to use the new at the same time. As a result, the business owner will value new employees more and be more inclined to agree to a long-term labor agreement with them.

Employee attitude

The phrase "Attitude over skill" is often used by business leaders for good reason because attitude is crucial in any work. Of course, in the corporate world, 90% of success is determined by attitude. When considering whether to sign a probationary contract, employers always look favorably at probationary employees who have the right attitude toward their supervisor, respect and cooperate with one another, and encourage one another both at work and during trying times. That’s why, many companies use this standard to judge new hires after their probationary period.

Employee skills

The probationary employee needs to possess abilities like presenting, negotiation, communication, problem-solving, etc. in addition to the usual attitude. These are the initial work-related service abilities. Additionally, unique talents will be needed for each profession. Candidates must therefore thoroughly understand and practice those skills in order to pass the probationary round.

During the probationary term, prove to the company's leaders that employees are able to operate independently while still contributing greatly to a team. After the probationary term is up, the company will decide whether to keep them on as a permanent employee or not.

The above are the criteria for enterprises to evaluate personnel after the probationary period. If the business still does not have a suitable candidate assessment kit, please contact Faro Vietnam immediately. In addition, we also provide many other effective staffing solution.