Why should you test-drive candidates? Well, you wouldn’t spend money tailoring a new suit before trying it on, right? Same idea here - resumes can easily be tweaked and the truth can clearly be rewritten. That “fluent in Korean” on a resume could actually mean they just listen to way too much k-pop.
So how do you make sure a potential candidate has the skills they say they do? You do an evaluation of them by testing them on the hard and soft skills that they will need on the job. Doing this allows you to see which candidates have the potential to stay and grow within your company.
Whether this test is a simulated project or asking a marketing candidate to explain the key components of their unique marketing plan, evaluating candidates allows recruiters to differentiate between candidates who have the necessary skills and those who simply do not.
Still curious as to how evaluating prospective hires makes your recruiting process more seamless and profitable in the long run? Here are the top 3 benefits of this try before you buy method (or as i like to call it, trying before hiring)
1. Save time and money
Picking the wrong candidates to employ is a costly and time-consuming mistake that many companies cannot afford to make. Contrasting work habits and clashing personality types are just two of the ways that things can go sour for new employees. Even if a new hire seems perfect on paper or even on their first week at work, when it comes to hiring, there are lots of things that can go unexpectedly wrong. Evaluating candidates and trying before hiring allows you to save precious time, increases productivity and lowers the costs associated with the recruiting and hiring process. Because you have evaluated your candidate before hiring them, you will have higher retention and lower turnover rates. With this process, bad hires will be a thing of the past.
According to the Huffington Post, by employing only the candidates that have proven themselves to you, “You won’t have to spend time and money recruiting, hiring, and training new people every few months if you make sure your new hires are skilled and fit within your company culture the first time around.” After all, surveys have found a single bad hire can set companies back by as much as $50,000.
2. Preserve good company culture
Even if a candidate was, in fact, fluent in Korean and told the absolute truth on their resume, there is no telling whether or not they will be a good fit for your company. Every company has a culture and every culture is unique. If the person isn’t a good fit for your company culture, chances are high that they won’t stick around for long.
One bad seed can really have an impact on your company’s culture. By evaluating candidates before hiring them, you can test to see whether or not your new candidate is the right fit, if they can work well within existing team, if they can handle the workload and if they share values and beliefs that are similar to your company’s.
3. Find talent with the right skills
Even after a great interview, a flawless resume, solid references and a background check, you can still get stuck with a worker that just isn’t cut out for the job. By evaluating your candidates beforehand, you are essentially test driving them as full-time hires. Trying before hiring ensures that you can evaluate a worker’s skills before committing to them. During this evaluation, you get to see how they fit into the company culture, how they interact with others, and how they perform on tasks. No more hoping that a candidate will live up to their big talk, this way, you can be sure that your talent has what it takes for the job.
Trying before hiring is a smart way to find the right talent with the skills and ability to fit into your organization and stick with your company for years to come. The performance-based hiring revolution is here, and it might be time for you to jump aboard.