Analysis Of Uncertain About Hiring, Some Companies Try Test Drives

When going through the hiring process, companies want to make sure they select and hire the best candidates for the position. It costs a company an estimate of $5,000 to hire and train one person. If the wrong people are hired, it can cause a high turnover rate and ultimately it will cost the company a lot of money. The incorrect candidate that’s hired will probably either get terminated or quit, so the company will have to find a replacement, which will cost the company more money. In the article ‘Uncertain About Hiring, Some Companies Try Test Drives’ a new approach to hiring is discussed. Mona Bijoor is the founder and chief executive of Joor, a New York based company that creates a wholesale market to connect retailers and brands. She feels

At the end of that trial, three were hired full time and those hired are excellent employees. With the success of this trial, the company created a “temp-to-perm” hiring process. Prospective employees are hired on a temporary contract for three months. They are given 30 day goals each month and if they reach those goals, they stay on. Jon Bischke, founder and chief executive of Entelo, a recruiting software company in San Francisco, began the same trial program in his company and he said in three years, he has had to fire only one employee. His trial program consists of prospective hires being given part-time projects to work on at night or over the weekend. They are paid during this time and the trial period can last two to four weeks. About half of the candidates that were asked to work on trial basis moved into full time positions. In both scenario’s, these companies felt that the ‘Test Drive’ approach was beneficial to both the employee and the company because both are able to determine if the job is the right fit. Many people are in jobs where they are

Overall, these companies feel it’s not the best idea to officially hire someone after a few hours of interviews and resume reviewing. They feel time is needed to really assess a candidates skills and efforts. However, the article also covers and example where this method of hiring wasn’t so successful. Adam Hollander, founder and chief executive of Fantasy Sales Team, which makes software that uses sales contests to improve productivity, worked with sales people for a one to two month trial period and overall he felt “it was more time and energy than it was worth.” It was concluded that employee trials are best fit for people in support, design and developer positions. Unlike Joor and Entelo, Fantasy Sales Team was a ‘sales’ environment. In a sales environment several months are needed until someone has really hit their top success point. The companies that have a successful trial hiring process in place feel they are giving the job candidates and opportunity to show the company what they’ve got by not only telling what they can offer in the interview but showing