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Giving Employees a Test Run Before Hiring
Written by: Donna FlaggArticle Overview: Be gone with staid interviewing questions, behavioral “what ifs” and real-life simulations. Just put the candidate to work and see for yourself firsthand whether he/she is actually what he/she claims to be. Not that all other techniques should be done away with entirely, but at least with a pre-hire trial approach, decisions don’t need to be solely dependent on a set of variables that are tenuous at best.
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Giving Employees a Test Run Before Hiring
It’s interesting. We are working with a client right now who contracted a member on the team to work freelance during this project as a means to determine whether she is as good a fit for an open position as she appeared to be during the interview process. I love it. It’s the ultimate litmus test. Be gone with staid interviewing questions, behavioral “what ifs” and real-life simulations. Just put the candidate to work and see for yourself firsthand whether he is actually what he claims to be. Not that all other techniques should be done away with entirely, but at least with this approach, decisions don’t need to be solely dependent on a set of variables that are tenuous at best.
It’s so simple an idea that I find myself wondering why it isn’t more common a hiring practice throughout corporate America as a whole. Every company knows the nightmare that can ensue with a bad hire and also how hard it can be to get out of once a commitment has been made. So why not save the time, trouble and money up front? I’m guessing it’s because there is a perception that tryouts would cost too much money. But again, there is nothing economical or productive about having a problem employee inside a company. Clearly, it wouldn’t be an exercise that would – or could - apply to all candidates. That would be cost prohibitive and unrealistic. Yet certainly I would think that it could be a prudent effort after all of the prospects have been vetted and narrowed down to one or two.
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Article Tags: br, corporate america, decisions, exercise, interviewing questions, life simulations, litmus test, much money, nbsp, nightmare, open position, perception, prospects, rsquo, set of variables, time trouble
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About the Author: Donna Flagg RSS for Donna's articles - Visit Donna's website  Donna Flagg spent over 15 years in business before founding The Krysalis Group, a consulting firm specializing in management, marketing, training and sales and their respective relationships to business results. Her management career began in sales at CHANEL, and before branching out on her own, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University's Graduate School of Education where she obtained a master's degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a speaker at City University of New York (CUNY) and New York University through Stern Business School and Delta Pi Epsilon, a national honorary professional graduate society in business education and training. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board, where she was also on the advisory committee for the Enterprise Learning Strategies Conference. For her communications expertise, Donna was invited to be a host at the Liz Claiborne Leadership Offsite to discuss branding during their "Progressive Dinner" event and more recently, a speaker at the Inc. Leadership Conference in Dallas, TX. Donna is the author of Surviving Dreaded Conversations and is blogger on Pyschology Today and The Huffington Post. She is frequently featured in the press for her workplace expertise in outlets including CNBC, the New York Times, WOR, and XM Satellite Radio. Donna currently sits on the Board of Directors of the Randy Foye Foundation where she actively participates in its mission to assist children and families in Newark, NJ. Click here to visit Donna's website   Social Media Management in the Workplace Organizational Alignment The Importance of Building HR Infrastructure HR Department Basic Functions Employee Warnings One Strike and Youre Out The Difference Between Managers and Leaders is A Lot Not Much |
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- CEO Sales & Marketing & Leadership Development Company
Strategic Vision 10
Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
Strategic Planning for Clients 10
Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty)
Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
Re: looking for experienced affiliate feedback
- Hi Nancy,
Hiring an experienced firm to market and sell your products is certainly a viable option. It all depends on whether you want to spend more of your time or money. Hiring a firm is going to cost a good bit I imagine. On the flip side, to do most of the work yourself and attract affiliates to sell your products for you will require much less money but a lot more time and effort.
Do you have a budget to work within? Or perhaps maybe you have a loan to get things moving?
Re: Search Engine Optimization
- Hi Thomas,
So what would you recommend? Hiring an SEO expert or simply trying your hand at doing it yourself?
Re: Ways to Boost Productivity
- 1. Give Employees More Than a Paycheck
2. Provide Better eSupport Channels to Promote Self-Service
3. Complete your most dreaded tasks first thing in the morning.
4. Outsource as much as possible
5. . Turn off the TV.
CEOs and Email - Slaves?
- I wonder if the emails they are responding to are filtered thru their assistants first 'cos they seem to spend a lot of their off hours responding to them.
True they are successful but I'm not sure I'd be willing to pay that price.
I'd be interested to know what's the in the typical day planner of Entrepreneurs on the Forum.
Entrepreneurs are a different breed than Paid Employees- so it would be interesting to view the contrast.
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