Don't wait for the probation review to find out your new hire is unhappy.
Don't leave it all to the probation review. A practical SME guide to three short check-ins that help new hires settle, perform and stay.
Why Your Best Candidates Go Quiet: Fixing the Silence Between Interview Stages
Good candidates often drop out when they hear nothing. A practical SME guide to a simple communication plan that keeps them engaged to offer.
Independent scoring means each interviewer records their scores and notes, against the criteria you agreed before the interview, before anyone shares a view. Only then do you compare.
Interview debriefs often follow the loudest voice. A practical SME guide to scoring candidates independently so decisions rest on evidence.
Probation is not a formality: how to run the first six months of a new hire
From 1 January 2027, unfair dismissal rights start at six months rather than two years, which means the end of a typical probation and the start of those rights now land on the same date. Here is how
Why good candidates drop out, and the three week process that keeps them
Most candidates do not turn you down, they drift away while they wait. A three week hiring process, worked through, that keeps your best candidate in it.
Stop Reactive Hiring: Build Repeatable Recruitment That Works
Hiring shouldn't start from scratch every time. Learn how to build a repeatable hiring process that saves time, money and stress.