We see what you can do, you’ve told us what you can do, now show us what you can do. The Job Trial is becoming the means for determining top level executive talent across all verticals.

When looking for “A” player talent, it’s critical to set yourself apart as an employer that is progressive, sophisticated, and ahead of the curve by using tools to help find the best people for your organization.  One way to set yourself apart is to incorporate a Job Trial exercise as a means to showcase your expectations and help select better than the best.

 

Download our Sample Job Trial Tool to leverage an in depth walk through of a Sample Job Trial, discover how to perform a Job Trial with sections such as Timeline, Preparation, and Presentation, and receive help with illustrating to an organization how you would succeed in your new role.

 

What Exactly Is A Job Trial?

 

A Job Trial is a reference assignment or experience decision-makers turn to when determining alignment and suitability when searching for executive leadership.  Organizations are looking for a high level of strategy and operational focus when in search of new leadership.  Someone who thinks ahead of the curve, outside the box, bringing best practices and emerging best practice skills to a new leadership opportunity.

 

Ok….But Why A Job Trial?

 

Just as consumers, from time to time, we “test drive” a product or service, organizations need to “test drive” the candidate pool.  Testing your candidates ability to assess risk, issues and challenges, while assessing cultural alignment and likeness are all key areas in the process.  While Job Trials are a customary measurement tool within the professional services or management consulting spaces, this exercise yields great impact and results irrespective of industry.

 

Think of this as a trial run to gauge talent.  If you were going to buy a phone, you would probably do your research online, vs. going into a store.  Right? You would compare features and benefits, prices, warranties and specifications from one model and make to another.  Your organization should employ the same tactics.  While looking at one’s professional experience, successes, track record, the job trial is a mechanism to hone in on great vs. good, “A” vs. “B” player vetting, if you will.  As we all know, the risk associated with bringing on the wrong leadership talent is time consuming and expensive.

 

Sell Experience In A Story Format

 

A candidates successful professional history is a story and one that should be articulated carefully, showcasing leadership, talent, and success.  Think about it: a job trial is a story.  A typical format during a search involves the organization giving a scenario that would allow one to showcase their ability to show how they would leverage revenue goals the organization has set out as a target, as an example.  Pertinent data will be provided to dig, dissect, and question specific pain points, wins, and challenges.

 

When crafting a story, listen for the following:

 

  • Issues from the past, or a specific client, having the candidate create a “buyers journey” of sorts, walking through experiences and solution.

     

  • Think of this exercise as a first 90 days in the new role. This typical format will allow you to understand the candidates thought process, strategy tactics, introducing themselves to the organization, providing their experience with regard to conflict, and wrapping up with resolution.

     

Basic, Simple, but Necessary Items to Observe Within the Presentation of the Job Trial Include:

 

Do

 

  • Verbiage written in normal, everyday language

     

  • Quantifiable numbers that demonstrate revenue growth, cost reductions and savings

     

  • Identification of minimized risk, anticipated revenue enablement, operational efficiency

     

Don’t

 

  • Buzzwords, clichés, and jargon

     

  • Missed opportunities to ask questions for clarification

     

  • Generic solutions. Looking for specificity

     

  • Make assumptions

     

Candidate to Candidate Influence

 

One of the most obvious benefits of using job trials is for the you is to take a more detailed look at all of your top candidates.  A Player candidates are typically 30% of the total pool.  Only A players or perceived A players will make it to this point in the process.  The job trial is the solution, the story, to elevate competencies and skill sets for a new opportunity.  Preparation is key.  The job trial represents a candidates historical view, experience, thought leadership and showcases success, and sometimes failure.

 

Want to learn more about how to conduct a great job trial or prepare for one?

 

Download our Sample Job Trial Tool to leverage an in depth walk through of a Sample Job Trial, discover how to perform a Job Trial with sections such as Timeline, Preparation, and Presentation, and receive help with illustrating to an organization how you would succeed in your new role.

 

You can also contact me at robin.jones@salesbenchmarkindex.com or visit www.salesbenchmarkindex.com.

 

 

 

Additional Resources

 

Looking for a unique, facility for your next executive off-site? If so, book a 1-2 day meeting at The Studio, located in Dallas, TX. Our facility offers state-of-the-art meeting rooms, lounge, full-service bar, and a studio used to tape our TV shows. SBI provides the location and facilitators, all at a compelling price point.

 

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ABOUT THE AUTHOR

Robin Jones

Sources top executives for SBI and our clients.

Robin joined SBI as an Executive Recruiter, with a focus on sourcing and acquiring qualified professionals to join our team and those of our clients.

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