Comment by enraged_camel
15 hours ago
>> A standard interview loop kills an entire work day, and is preceded by phone interviews that eat several hours. Properly budgeted work samples are strictly better from the candidate's time perspective, not to mention that you can do them from your couch rather than under flourescent lights in a confeence room.
Yes, standard interview loops also discriminate, and the more time they take, the more discriminatory they are. Any on-site requirements compound the issues.
Like Yegge says: provisional employment/internships solve all of these issues. You get the best of all worlds: stable employment for the candidate where they get paid a regular wage and aren't under a stressful interview setting, and lots and lots of work samples for you, the employer. It's not perfect. For example, it can be difficult to entrust the provisional employee/intern with anything impactful if you don't know whether they'll be employed at the end. But it is significantly better than the alternatives in most contexts.
Provisional employment does not work. It requires candidates to leave their jobs before they know whether they have a secure job with your firm. I concede that provisional hires are higher-signal than work sample testing (or rather: that they're the platonic ideal of work sample testing), but the entire problem of hiring qualification is to make decisions in the context of a candidate doing a job search.
>> Provisional employment does not work. It requires candidates to leave their jobs before they know whether they have a secure job with your firm.
It works. I’ve seen it in two different places.
At the second one, the fundamental realization I came to was that it is virtually no different than “regular” employment, where the new employee can get fired for not meeting expectations within an arbitrary time period after being hired. This can be months, or even weeks. From the perspective of the candidate, regular employment and provisional employment have roughly the same level of risk: in both cases they take a job where they might be let go at some point. The benefit of provisional employment is that they know how long they will be evaluated for and against whom. It turns out a lot of candidates do in fact like the all-cards-on-the-table approach and enjoy being given the opportunity to prove themselves on the job.
Everything will "work" in the sense of you'll eventually get somebody in the job. To me, it's self-evident that a process that disqualifies everybody unwilling to work for weeks speculatively isn't actually working, at a minimum because it DQs most (probably all) competitive candidates. But yes, your mileage may vary.
Provisional employment only makes sense if you work remotely and have full benefits (esp. healthcare). Moving is costly.
A committed or indefinite term of employment is itself a benefit, so if you're going to work on a temporary basis you should expect contractor returns, not FTE comp; revise your baseline up 150%-200%.
Nobody does this, of course, but then provisional employment is a silly idea to begin with.