90-Day Probation Period; Ancient Business?

You've been in the job market for sometime now. Finally you get a call for an interview and you land the job. The excitement you feel is great, until you start day one.

You walk in to the human resources office to fill out your employment packet. Contained in the packet is a disclosure that requires your signature. It's a 90 day probationary disclosure. Meaning you have 90 days to prove yourself or you're out the door.

In many new hire minds this pressure alone will cause the 90 day failure.

Is the 90 day probation period ancient business practice?

Many new hires are walking into a position where the person that vacated the position may had been in the position a very long time. With that preceding the new hire, the pressure to match up to the previous persons years of performance in nearly unmatchable.

Or the new hire may replace someone that wasn't doing the job properly and was let go. Resulting in the hiring manager being very bias and having an extremely high expectation.

It's nearly impossible to prove yourself in 90 days in any environment let alone a workplace. Employers need to be better at hiring the right person, as not to waist company money training someone that won't make it to day 91. And new hires should be better at selling their strengths in an interview, as not to get a job they can't handle.

If you expect someone to prove themself in 90 days, then the employers should be willing to accept a new employee cannot rebuild what took years to tare down.