Your JOB test drive

YOUR JOB TEST DRIVE - 6 steps to arrange it properly.

1. Organize a BarCamp event on Saturday so that candidates who are already working somewhere (perhaps in a different role or on Survival jobs) can also come.

2. All candidates (all without exception, without any filtering) who applied through all possible channels are invited to the event. If out of 250 applicants, 50 actually appear - this will be a high indicator.

3. The presence of all or at least part of the team, which will then work with a new colleague, is desirable. They will help to choose a candidate with whom it will be easy and comfortable to work.

4. Yes, it is clear that not everyone will get the job, but thanks to the test drive of the real work that will be performed, it will become clear to both the candidate and the employer whether this person fits the role.

5. The essence of the test drive is to explain and show the candidates what their work will look like, as well as to give them the opportunity to try to fulfill these duties and express themselves. For example, if this is a Customer Service Rep., then it will be about entering orders and processing complaints. If it is an accountant, then prepare an annual report or balance the debit with the credit.

6. In addition, you can conduct a mini-interview at the event (but so that it does not look like an interrogation), with non-standard questions. Such that it is impossible to prepare in advance by studying standard questions from the Internet. Spice it up with a few psychological tests, conduct interesting team games, stimulators of stressful situations that may arise at this job, etc.

After the event we compose the list of different categories of candidates:

Reluctants (those who imagined this job differently, so refused to move further)
Willing (those who still would like to work and everything suits them)
Irrelevant candidates (those who lack important skills; but there are given them recommendations on how and where to acquire the necessary knowledge to apply for this or a similar role in the future)
Relevant candidates (five most appropriate applicants, who were chosen jointly by HR, manager and team members).

Summary

I have experience in organizing more than 50 events of various scales and types. And I am ready, together with your HR department, to organize such a "Your JOB test drive" for your company and show its effectiveness in practice. The quality and speed of hiring new employees will pleasantly surprise you.

If you would like to comment on the idea, please visit this page:
https://www.linkedin.com/pulse/your-job-test-drive

250 candidates for one job seat, how do you like it?

You probably read books or take courses on LinkedIn that advise you how to stand out among competitors, so that a recruiter pays attention to you (at least reads your resume). Yes, for the HR manager, this state of affairs may be a good way to quickly close a vacancy, while having trump cards in salary negotiations. But will this approach really help you find the right candidate for specific responsibilities and tasks? Consider also the Applicant Tracking System, which will filter out candidates if their CV lacks some skills or degree.

On the other hand, HOW a candidate can compete for a job without knowing what exactly he will do (the job description and even the official job duties may differ significantly from what will actually be performed), by continuously inventing cover letters and adjusting skills to the job. Something is wrong with it, agree.

Let`s imagine some agency will help you to write an excellent resume and a cover letter, prepare you for common interview questions, etc. and finally you land the role... But after some time in practice it will turn out that this is not what you want to do. And then what? Wasted time (of HR manager, candidate), resources (of companies, agencies) and money (reward of HR manager, agency, employee), as well as low indicators due to the fact that the person is not in his place (does not do what is capable of). After this fail, the job is published again, and everything will repeat itself, like some inefficient closed circle.

Should there be an alternative to this approach? Yes, it is definitely needed. As you know, we live in a fast dynamic world in which everything is constantly changing, and this is normal. And changing to adapt to us is also natural. Another thing is to ignore the changes, that's bad.

What do I suggest?

My idea is called "Your JOB test drive".

It would be an alternative to the classic hiring process, which looks like this:

CLASSIC HIRING PROCESS

1.Job applying -> 2.Applicant tracking system -> 3.HR's filtering -> 4.Interview -> 5.Getting a job

A modern, effective process, in my opinion, should look like this:

MODERN HIRING PROCESS

1. Job applying -> 2. "Your JOB test drive" event -> 3. Getting a job

That is, it will be an event, but it is not at all similar for common Job Fairs. By the way, have you visited them? These are events where, in an incredible commotion, approximately 10-15 employers from various industries answer the questions of tons of potential candidates, collect their resumes and promise to get in touch next week...

BetterProcess.ca, 2024