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"working interviews"?
Recruiting & Staffing
"working interviews"?
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This company would like to begin the process of an actual "working interview" where in the last stages of the interviewing process the applicant works for a partial or full shift with the rest of the
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Forums » Topic Forums » Recruiting & Staffing » "working interviews"?
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"working interviews"?
posted at 10/25/2007 6:27 AM EDT
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Posts: 1
First: 10/25/2007 Last: 10/25/2007 |
I have hired an employee, put them on payroll for two days to see if they can do the work and if they can work independently. I paid all of the payroll tax and included them for workman's compensation insurance. I am so tired of people who claim the can do the work, have good references, and cannot perform to the level of work I expect. It takes time and energy for provide additional training and counseling to justify firing them if they do not work out. |
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"working interviews"?
posted at 10/25/2007 8:21 AM EDT
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Posts: 1
First: 10/25/2007 Last: 10/25/2007 |
You may need to review your state's payroll laws. We do keep the working interview as an option when we are a bit unsure of a person's computer skills or self-confidence. We keep it to less than 2 hours and my research said that was okay, for no pay to the applicant. We are looking for the "lightbulb" to show and to let them see their work environment first hand to help them decide the fit is right as well. Need to make sure you also do that same working interview for other finalists for that particular position. |
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"working interviews"?
posted at 10/25/2007 8:36 AM EDT
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Posts: 1
First: 10/25/2007 Last: 10/25/2007 |
I agree with some other posters. At my last job, (a distributership) We had many sales reps and "trainee's". The sales managers always wanted the potential new hires work a half day to see if they could handle the heavy boxes, all the driving, etc.
When I learned of this I changed it like some others did - which is to allow the candidate to "shadow" the employee only. The candidate was not allowed to do any work (or we'd have to pay them!) nor were they allowed to lift anything (or we could have work comp issues) and they were not allowed to drive the company vans (in case of an accident). Pretty much after those restrictions were put into place the managers stopped the "half day practice" with candidates. And you know what? I didn't make a difference in quality of the person they hired. Like another poster said, ..anyone can behave and be on their best behavior for four hours. As far as I'm concerned, it's not worth the risk to the company and it over-all it didn't save us from bad hires. becky |
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"working interviews"?
posted at 10/25/2007 9:32 AM EDT
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Posts: 2
First: 10/25/2007 Last: 10/25/2007 |
Because we have people in the building who are just visiting and the person doing the shadowing is not doing any work just shadowing, if something happened, it would be treated the same as if it happened to a visitor. I think it needs to be clear why you are doing it. In our case the shadow is for the person to decide whether they think our job is the job for them. The new hire needs to fit into our culture where patients come first and be able to deal with the special needs of an emergency department. In other words they need to know what they are getting themselves into. The people doing the shadowing have said it is invaluable and we have had no issues. |
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"working interviews"?
posted at 10/30/2007 3:19 PM EDT
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First: 10/30/2007 Last: 10/30/2007 |
This can be construed as a form of "pre-employment" testing which should be validated first in order to avoid adverse impact. Two elements that were upheld by the Supreme Court in the case of Griggs vs. Duke Power, [source: http://laws.findlaw.com/us/401/424.html] should be considered before using any pre-employment test.
1. "The Act requires the elimination of artificial, arbitrary, and unnecessary barriers to employment that operate invidiously to discriminate on the basis of race, and, if, as here, an employment practice that operates to exclude [Race] cannot be shown to be related to job performance, it is prohibited, notwithstanding the employer's lack of discriminatory intent. Pp. 429-433." 2. "The Act does not preclude the use of testing or measuring procedures, but it does proscribe giving them controlling force unless [401 U.S. 424, 425] they are demonstrably a reasonable measure of job performance. Pp. 433-436." |
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"working interviews"?
posted at 11/2/2007 5:10 AM EDT
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Posts: 1
First: 11/2/2007 Last: 11/2/2007 |
Our distributors routinely have candidates "ride-along" for a day with an experienced rep. In medical device sales, this is a common practice among many of the major companies. The candidate is not expected to do any work, mainly to observe and get a true feel for the day-to-day life of our reps so that they come into the position with their eyes wide-open. I think this is an important delineation in the process.
The ride-along includes accompanying the rep into surgery. If the candidate can't handle surgery, we want to know upfront! Our tenured reps have provided valuable insights after spending a day on the road with candidates- how does the candidate adapt to new and unfamiliar situations? are they attentive, soaking it up, learning, asking questions? are they prepared? how do they interact with the customers? This process is particularly important if the position is for an associate who will be working directly with the rep on a daily basis. |
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