Hiring someone new for your company is a scary process. You can read their resume, do a thorough interview, and call their references. You can even “Google” them and check out their social media posts. But do you really know how they will do until they start the job?
Testing the “ aptitude” of a candidate through psychological tests has always been popular, although I have never been much of a fan of these standardized tests. As a trainee at IBM in the 1980’s, I was asked to sell a pen to the interviewer. These seemed silly to me.
What small businesses are increasingly doing is actually auditioning their candidates. This can be through a custom written assignment where they work on a past customer project to come up with a solution. In the case of new sales people, small business owners can have them research a related topic and present a solution that the company actually sells. Hiring a marketing content specialist? Have them write a post for your company. Need a customer service rep? Have them take some live or simulated calls.
The difficult part is that many job candidates give a “good interview,” but can they actually demonstrate the skills in order to do a great job before they get hire? This is where many small business employers get tripped up.
Another method is to hire the candidate for a day and have them do some of the work they would accomplish in a full time position. They can also be hired for a few weeks for an extended test drive.
If you follow the mantra, “slow to hire and quick to fire,” then taking more time to audition your job candidates is a critical step. You can never be too thorough.
Do you test your job candidates before you hire them with a custom live test?