Using Trials to Avoid Errors

Oct 26, 2016
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Because the cost of making a bad hire can be high, many businesses are gravitating to data-driven measures instead of relying solely on traditional approaches of assessing applicants such as conducting one-on-one interviews, checking references and considering college pedigrees. The reasons tryouts are gaining favor include the following:

Interviews can be misleading.  Many people can make a good impression for a short period. Even taking into account factors such as an applicant’s GPA can give hiring managers a "messy measure" to predict future performance because such rankings bundle together grades in courses that may or may not have anything to do with job requirements, says Peter Cappelli, director of the Center for Human Resources at the University of Pennsylvania’s Wharton School.

Past experience doesn’t accurately predict future performance. "Resumes can be imperfect predictors at best of applicants’ on-the-job success," says Josh Millet, CEO of Criteria Corp.

Trial periods add a layer of transparency to the hiring process—for both sides. Job candidates know what they are getting into before accepting an offer; companies benefit from higher rates of retention. Another advantage is that it is easier for both the applicant and the organization to end a temporary arrangement than to terminate employment.

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