# A Complete Guide to Implementing a Trial Period for New Hires
In any business, hiring a new employee is a significant commitment that requires thorough consideration, especially for small to mid-sized companies with limited resources. To ensure that a new hire is the right fit for your organization, implementing a trial period can be a valuable strategy. Below are some expert tips on how small to medium-sized businesses can effectively conduct a trial period for new hires:
## 1. **Start Them as Hourly**
– Initiate a trial period by starting new hires at an hourly wage rather than a salaried position to create motivation and facilitate a smooth transition if they prove to be a good fit.
## 2. **Provide a Mentor**
– Assign a mentor to new hires to help them navigate their roles effectively, learn quickly, align with company goals, and assimilate into the company culture for long-term success.
## 3. **Hire Them as Interns First**
– Consider hiring new staff as interns for summer internships or co-op positions to evaluate their skills and potential fit for long-term employment while providing leadership opportunities to existing staff.
## 4. **Clearly Define the Trial Period Length and Expectations**
– Define a specific trial period length, such as 90 days, and establish clear tasks for new hires to complete, ensuring that they understand the company’s expectations and can demonstrate their capabilities.
## 5. **Start Them with “Real” Work Right Away**
– Treat the trial period as genuine work by assigning new employees tasks immediately to help them integrate into the company culture and feel comfortable, reducing the need for recruitment.
By following these expert tips and strategies, small to medium-sized businesses can effectively conduct a trial period for new hires to ensure that they make the right hiring decisions and build successful teams. Remember that the trial period is a valuable opportunity for both the employer and the employee to assess mutual fit and potential for long-term collaboration.
