A common question that we get when both carrying out recruitment campaigns, or during our day-to-day consulting is if a business can engage an employee on a trial basis.

Our general response to this query is not if you can engage an employee on this basis, but rather should you.  Typically we go further than this when providing advice and encourage our clients to not engage an employee on a trial basis. There are a number of reasons for this including:

• It demonstrates a lack of certainty and commitment to the employee or candidate. It ultimately tells them that you’re not very certain about your hiring decision.
• When faced with a difficult employment market such as we are now with record low unemployment an offer of a trial. Doesn’t stop the candidate looking for other roles not requiring a trial period Which are going to be more attractive to them.
• If the candidate is currently working, they are going to be very hesitant to either take leave or resign from their current employment to undertake a trial shift or period.
• Many clients don’t realize that a trial shift or period Must be a paid shift or period.

So as you can see there are a large number of negative implications of engaging a candidate on a trial period.  This is further compounded as the most modern awards the notice. Is only one week for permanent employees. In other words if the employee does not work out and you are forced to terminate their employment in a probationary period, You would only be required to pay them one week’s notice.

From our perspective, on balance the call the beginning an employee on a trial period Far outweighs the pros.

Should you have any other questions on this or any other HR or workplace relations matter, please do not hesitate to reach out to us or our website at www.ondemandhr.com.au.