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July 19, 2018
Why the Job Trial Is the #1 Hiring Technique to Separate ‘A’ Players from ‘B’ Players
By: Robin Jones
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.
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.
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.
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:
Do
Don’t
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
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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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