Whether that’s for the better or for the worse, a candidate doesn’t often get to see the ‘real-life’ mode of a company until they’re officially onboarded. On a wider scale, it’s not breaking news that a group of people’s behavior can change when an ‘outsider’ is inside their environment. Candidates have likely done their due diligence, researched the company and its ethos, and rehearsed their answers to interview questions in advance. We want to help you both dodge this bullet.Īnd let’s not forget that, during interviews, both members are on ‘best behavior’. A quick-leaver will cost the company and the individual time and money. Having a candidate stay for a month or two but then leaving your company because the job wasn’t what they expected is all too common. But, what about the candidate? Are job trials a sign that you’ve done something wrong during your interview? Should you even accept a job trial as a candidate? Or, are they, in fact, a blessing in disguise? That makes complete sense for the company. They want to avoid the all-too-common phenomenon of hiring someone who interviewed well but doesn’t fit the skill level required or team dynamic. Many companies choose to hold a job trial with a candidate that they are almost certain of offering a role to and joining the team. So, how do you avoid this for both parties? Companies may have poor interview techniques and strategies or even have unintentional bias. They may be saying what you want to hear.įrom the eyes of the candidate, they are unlikely to pick up company culture, expectations, and the overall feeling of what it’s like to work in the organization from an interview alone. That doesn’t then offer a clear idea of how the candidate will work in reality. Just as this interview - or even a series of them - won’t give you, as a candidate, a truely comprehensive feeling for what it’s like to work at a particular Interviews are easy to prepare for and a candidate may have practiced their perfect answers in advance. This applies to both the candidate and the organization. Especially when it’s for a highly ranked position and/or you have less experience than the organization desires.Ī phone screen and an interview will only get you so far. Likewise, landing a job with clear scaling opportunities and core values that match your own can be just as tricky. Finding the ultimate candidate for your team can be difficult.
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