In an ideal world a trial period would ensure both the employees and employers are a fit. But that could be abused as well if it becomes the norm.
In an ideal world a trial period would ensure both the employees and employers are a fit. But that could be abused as well if it becomes the norm.
If I'm sitting on 2 offers, one is a hire and one is a "Let's see how this works out after 2 weeks of work", I'm going to take the first one. And that says nothing for the necessary benefits question in the states, where changing jobs often involves expensive (in money or time) changes to health care insurance.
I'm just saying that I would 100% not do this unless I had no other choice, or was independently wealthy.
The result is that this interview process will likely only be pursued by candidates not able to get offers from other companies.
As someone who’s given hundreds, maybe thousands of interviews, personally I would advise against this. Being fake about your interests is not more likely to help you get the job you want and one that fits you well, if it even works at all. Being honest about your interests with yourself and your potential employers is the best way to end up being where you want to go.
You can show excitement for specific topics that a company works on, and it’s okay to like the company’s products, or their work environment, but people who are enthusiastic fans of a company without specific reasons to want to work there are, in my experience, not more likely to get hired.
> Plus that interviews like tests are gameable.
This is true, and it’s good to understand so that your expectations don’t go crazy. You are competing against other people, and you have no idea how good they are. All you can do is your best.
This is a pretty common concern, I've heard it before. But in practice I've never actually seen it happen myself. It's worry about what's possible, but not what's likely. The problem with worry about others gaming interviews is that it ignores what happens after they get hired. Someone who's faking it would probably be later revealed. It's usually easy to uncover exaggerations during interviews. And last but not least, the vast majority of people I've met haven't lied or cheated or tried to game the interviews.
I've had lots of interviews where people start by inflating or spinning their experience a little - there's nothing wrong with framing yourself from a positive angle. All it takes is a couple of follow-up questions to uncover the boundaries of their experience. This is one reason why the article here is wrong. Unstructured portions interviews serve the super important function of conversation about the candidate's experience. Standardized questions are not as good as casual conversation and follow-up questions, at helping me really get a sense for you and your experience and what interests you.
I was talking to our work HR director about this and given that US is mostly "at will" employment, either side could decide to end the employment at any time so a trial period doesn't really mean much. Secondly its hard on the employee if we let them go on short notice so we try to hire from a long term perspective.