At San Francisco web hosting company Weebly, nearly everyone hired in their
150-person company has gone through a trial work week.
Over at Automattic ( the company who created WordPress), every new hire since 2005 first went through a two- to six-week contract period.
And at Joor, a NYC company that connects retailers and brands, half of their 50 employees have been hired using a temp-to-perm business model.
If you’re used to traditional hiring methods, you might be thinking, “What the heck is going on here?”
You need to catch up, according this recent article in The New York Times which says holding a “working interview” is on the rise, especially for small to mid-sized companies.
A working interview allows candidates and employers to “test drive” each other in a real job situation to see if it’s a good fit, before taking the plunge to hire permanently. (We’ve known it works for quite awhile, we call it Talent Bridge.)
Why does this work so well? Here are the chief benefits the New York Times article pointed out:
It lowers staff attrition rate considerably
It’s easier to spot people who’d have a negative effect on the culture
It’s simpler for both the employee and the boss to back out of a temporary arrangement than to terminate employment
Much of the emotion and uncertainty is taken out of the interview process
Matt Mullenweg, the founder of Automattic, is a believer. Since his company began holding working interviews nine years ago, a mere 10 employees have left the 260-employee company and fewer than 30 have been let go. That’s a staff attrition rate worth mentioning.
Like we said, we’re already on board with this. How about you? Would you consider a working interview before taking a position? And if you hire creatives, is this a hiring method you’d consider using?