I discussed this idea in another tip, but I’d like to go into more depth here.
One of the biggest challenges we have in hiring new staff is just not being sure “what we see is what we’re going to get.”
The résumé can tell us a good deal about someone and the interview process can tell us more.
While sometimes the résumé is padded, we do get good data from a résumé.
And the interview does give us a better understanding of the applicant. If you make use of the many hiring tips I’ve provided, your interview will gain you excellent insights into your applicant.
By the way, I’ve taken 65 of my best tips, updated them and published a Hiring Tips Book over at Amazon. I think you’ll appreciate having all of these in one place.
Getting back to this tip, we find out all too often—a month or so down the line—that the person we interviewed is not the same person who is now working for us. Or he quit. Or we needed to let him go.
In other words, the résumé and the interview process did not get the job done for us.
Here’s a very, very strong recommendation:
Have your applicant audition for the job!
Find some task that would demonstrate competence (for the position you’re hiring) and have your applicant perform that task.
How much of a task should this be?
That’s up to you. Maybe something that takes a few hours. Or maybe something that would take a couple of days.
With regards to paying for this task, see our Hiring and the Law Tip: Do I Pay for a “Working Interview”?
The right task is capable of telling you very quickly just how competent the person is.
You could also employ this on a broader basis. If you have ten people applying for the job, you could ask all ten of them to perform a task and send you the results. In this case, the task could be on a smaller scale, but even this approach will give you data that you might never get in an interview.
It can be costly to hire the wrong person. Costly in terms of time and money. Getting an audition from your applicant could save you a ton of both!
We can help you hire better staff. Watch our three minute video.