Have your applicant work for an entire month on a conditional basis. He can leave at the end. You can let him go.
This idea brings an advantage to both you and the applicant. You get to see him in action for an entire month. He gets to see what life is like in your company for an entire month.
You can pay him full rates for the month or maybe a reduced pay. That’s up to you. But I’d be very straightforward with your candidate. You’ve spent too much time and money on new applicants that didn’t stay the course and you’d like to get started on a conditional basis and see how things go.
The main thrust here is: the first month is conditional. You want to see how he performs in a variety of work situations. He gets the chance to see if this is for him.
Should you put a conditional candidate right onto the post you need filled? Again, this is up to you. You could do this with a smaller set of duties. Or you could have him work in a position with less responsibilities. Either way, you’re going to get a pretty good idea of how he’s going to pan out.
If you do decide to put him in the position you wanted to fill, you might consider investing only a portion of the training you would normally invest with someone you’re certain about hiring.
The Longman Dictionary defines “conditional” in this way:
“If an offer, agreement, etc. is conditional, it will only be done if something else happens first.”
Well, that something that needs to happen first is:
1) You’re happy with him.
2) He’s happy with you.
There you go.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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