This length of experience varies, depending on the type of activity developed in your business. If you manage a company with content production assignments, it will quickly be possible to assess, through the new employee's production , whether or not he has the necessary requirements to work with you. Check below for more information about employee experience and training time.
Period of experience
Legally, experience contracts have a maximum duration of 90 days (3 months), according to article 445 of the Consolidation of Labor Laws. This type of contract is intended to allow the employer the possibility of verifying whether the employee is able to carry out the task for which he was hired. After the period of the probationary contract, the relationship becomes an effective employment contract, with an indefinite term and subject to specific prerogatives, such as contractual termination and indemnity, among others.
Although there are legally established deadlines, you may need more or less time to carry out this evaluation regarding the employee's experience, depending on other factors. But what would be the important aspects to evaluate in this analysis?
Professional experience
Professional experience, already verified when hiring and evaluating candidates' resumes , is the first aspect to be considered in the qualification of an employee. The employee must know well the activities he will perform and also be able to perform them.
To do so, he must demonstrate understanding of the responsibilities and tasks he will perform in the company. This can be verified through job evaluations, personal reports, information from co-workers, etc. This is a constant assessment!
Team work
In addition to being able to produce individually, it is important that employees are coordinated with each other and that they harmonize their activities within a larger work team. Teamwork must be productive and consistent, with a minimum of incidents between colleagues.
If a newly hired employee, or on an experience basis, has conflicts and is unable to work with other colleagues in the department, this may be an indication of his incompatibility with the needs of the job and the company. Unlike individual results, this type of performance is harder to measure and takes longer at the company, perhaps a month or two at the very least.
Demonstration of initiative
Good employees demonstrate initiative regardless of how long they have been with the company. They should be people who work with an idea up to the point of implementation, not just suggest concepts and hope they will be adopted. Therefore, try to identify these characteristics in newly hired employees.
Even if their ideas are not completely accepted by management, contesting current models of production and work is a sign that the employee reflects on internal processes and that, therefore, he can rise in the company's professional hierarchy.
Respect for schedules and deadlines
This is an important indication of the professional ethics of the new employee. If, during an experience contract, he is late and does not meet production deadlines, this may not be the right professional profile for your company. From the first occurrences of this type, be sure to make formal warnings, so that the company's procedures and needs are recorded.
If delays persist for up to three months, the negative experience may serve as a basis for your decision not to hire that employee.
Would it be the case of a new orientation?
In cases where the new employee has adaptation problems, either due to non-compliance with deadlines or low productivity rates, it is important that the professional be given an opportunity to reorient. But how to do it? First, identify which aspects deserve adjustment and call the employee to a meeting.
Discuss point by point and see if there is any possibility of improving your performance. If there is resistance on the part of the employee to accept the proposed changes, this may be a crucial reason for terminating the employment contract. The effects of a work meeting like this can be surprising and, from then on, lead to considerable improvements in performance .
Finally, understand that the adaptation period is inherent in any professional environment. Each company has a different way of working and particular ways of organizing. His future at the company also depends on your mentoring efforts. As far as is reasonable, consider these particular factors and then decide whether or not to hire the employee.