Post-Probation Match Durability
RCTReview
Screening unfamiliar hires often results in high short-term turnover during initial probation if digital recruitment mechanisms fail to establish true match quality and candidate integrity.
Picture this
Imagine buying an appliance with a 60-day test period. If you picked the appliance blindly from a bargain bin, it will likely break or be returned within two months. But if you picked an appliance that came with a certified inspection seal, it is far more likely to perform smoothly and stay on your kitchen counter long after the 60-day trial ends. Certified candidate vetting ensures new hires pass their probation trial and remain productive long-term team members.
What the evidence says
Firms receiving combined advertising and verification services were 11 percentage points (73 percent) more likely to still employ their online portal hire 6 months post-posting compared to comparison firms.
- Who was studied
- 1,719 job vacancies across 1,576 firms in Bengaluru, India.
- How
- Longitudinal follow-up survey conducted 6 months post-intervention, following a standard 2-month employee probation period.
What to do
Evaluate digital hiring platform efficacy based on candidate retention metrics 6 months post-hire rather than initial application or interview rates.
From the source
"Six months later, and after the standard two-month probation period, firms in the combination group were 11 percentage points (73 percent) more likely to be employing a worker they had hired on the online portal."
Online Job Portals and Firm Hiring in India.pdf