Whether you’re a hiring manager or HR coordinator, this guide will help you understand the rules around extending or shortening probation after the hire date.
When does this apply?
You might look for options to adjust probation once you mark a candidate “Hired (Probation)” in the Admin Panel. At that moment, Jobref locks in the probation length you originally set in the job ad. No further changes can be made retroactively.
Key points
Probation Length Is Pre-Set: When you create your job ad, you choose a probation period between 30 and 90 days. This duration is final once the hire is confirmed.
Locked on Confirmation: Confirming “Hired (Probation)” activates and locks the probation timeline. Neither extensions nor reductions are allowed after that point.
No Retroactive Changes: You cannot shorten or extend probation after the start date—this ensures clear expectations for both parties.
What you need to do
Before your job ad goes live, decide on the ideal probation length based on your role’s complexity and training requirements.
Use the probation and margin sliders in the job ad form to finalize your choice.
Double-check your settings before marking a candidate as hired on probation.
Example scenario
You advertise a software engineer role with a 60-day probation. Two weeks into probation, you realize you need more time for training. Because the period is locked, you cannot extend it. Instead, plan future ads with a longer probation if needed.
Contacting support
If unforeseen circumstances require flexibility, reach out to our team. Email [email protected] with your request and details. While the system cannot change locked periods, our support team can advise on best practices and next steps.
No applicants so far? Simply delete the job posting and re-post it with the updated probation (or any other values, such as referral fee). This avoids confusion and preserves a clean audit trail.