{"id":31140,"date":"2015-03-16T12:42:04","date_gmt":"2015-03-16T19:42:04","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=31140"},"modified":"2017-10-17T13:20:12","modified_gmt":"2017-10-17T20:20:12","slug":"hiring-talent-the-try-it-before-you-buy-it-strategy","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/hiring-talent-the-try-it-before-you-buy-it-strategy\/","title":{"rendered":"Hiring Talent: The Try It, Before You Buy It Strategy"},"content":{"rendered":"

Finding and landing a job is a lot like dating \u2013 and it should be that way since finding a job and a mate are equally impactful life decisions, neither should be taken lightly.<\/p>\n

As a potential job candidate during my earliest career days when I went through multiple interviews and jobs, I always saw the parallel between dating and finding a career. In each situation, I would hear the same things: \u201cyou just aren\u2019t the right fit,\u201d or \u201cthis isn\u2019t working out.\u201d I\u2019ve even gotten some of the same responses: the missing phone call, no follow-up email, or dead silence.<\/p>\n

With that said, it seems companies are catching on to the same style and making changes to their hiring processes. Companies and candidates are realizing that it often takes more than just a chance meeting, where both parties are on their best behaviors, to really gauge the longevity and potential of the relationship.<\/p>\n

Try it, before you buy it<\/h3>\n

Case in point, the tech company, Joor<\/a>, has implemented the try it before you buy it strategy for hiring new talent.<\/p>\n

According to a New York Times article<\/a>, Mona Bijoor, chief executive of Joor, is an advocate of employee trial periods. Bijoor reported that the deployment of this hiring process has successfully cut attrition 60 percent a year to less than 10 percent.<\/p>\n

The process<\/h3>\n

After potential candidates are identified through a more traditional approach, they are offered a trial period. For Joor, this period offers potential employees two days of training and then 30 days of paid contract work. For other companies, such as Weebly, this is a weeklong commitment.<\/p>\n

During the contract period, the employees are given job-related tasks and evaluated in the areas that will most closely affect their job performance. This includes teamwork\/collaboration, problem solving, etc. \u2013 all the skills you can\u2019t necessarily evaluate during interviews or through the personal recollections and explanations of past job performances.<\/p>\n

At the end of the trial period, if both parties \u2013 the potential employee and employer \u2013 agree that a job offer is the appropriate next step, then the prospect is offered the position.<\/p>\n

Does it work?<\/h3>\n

Joor reported that after the initial \u201cpilot test\u201d of this process was so successful, they decided to formalize a \u201ctemp-to-perm\u201d hiring process, which has resulted in about half of their current workforce being hired through that process.<\/p>\n

The concept is simple, hire slow and fire fast. Hire talent slowly enough that it appears to be the right fit from all aspects \u2013 from job skills, to personal interests, to fit within the culture \u2013 and use time as an advantage.<\/p>\n

Again, the process is like dating. You have to try it before you \u201cbuy\u201d it and if either side of the relationship feels something isn\u2019t right, then ties can be cut and both can go on their merry way in search of the \u201cright fit.\u201d<\/p>\n

This article was written by Jen Cohen Crompton from Business2Community and was legally licensed through the NewsCred publisher network.\u00a0SmartRecruiters is the\u00a0hiring success\u00a0platform<\/a>\u00a0to find and hire great people.<\/p>\n

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Hiring Talent: The Try It, Before You Buy It Strategy<\/a><\/blockquote>