Probation terms are set out in the employment contract and often include a shorter notice period on both sides. The manager sets clear objectives at the start, holds regular check-ins and meets formally at the end to confirm the appointment, extend probation or end employment. In the UK, probation is a contractual arrangement rather than a legal requirement, and many statutory rights apply regardless of it.
Probation is the first real test of whether a hiring process predicted performance. Tracking how many hires pass probation, and how their outcomes compare with their screening and interview scores, shows which criteria actually matter. Clear goals linked to the role's requirements, honest early feedback and support with onboarding give new hires a fair chance and make any decision at the end easier to justify.