Thinking outside the box: How can work trials add value to your recruitment strategy?

Many businesses have been taking steps to access an untapped talent pool by hiring more talents with disabilities. Of course, it is not only the right thing to do, but a feasible way of ?addressing the skills shortage in the labour market as employers have ?been struggling to fill vacancies in many sectors such as IT, healthcare, and many more. With the changing needs of businesses and customers, employers have started to recognize the true value of a diversified workforce. However, increasing the diversity of the workforce will not happen by itself. When it comes to inclusive hiring, a combined effort is genuinely needed in supporting talents with disabilities through all key stages in the recruitment process, opening up various job opportunities to them.

In essence, the key to inclusive recruitment is to enable every candidate to perform at their best – it levels the playing field for all, allowing the disabled population to make their presence felt in the recruitment process.

Regardless of the fact that traditional communication-based interviews have long been the standard in recruitment, I firmly believe that work trials provide a practical and inclusive approach that allows employers to assess the capabilities and suitability of individuals with disabilities, ultimately leading to more successful and inclusive hiring outcomes.

In this essay, I will explore the benefit of this approach, advocating for HR professionals to adopt it to test candidates’ proficiency for a role, especially for junior positions.

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Practical Skill- based Assessment

Work trials offer a unique opportunity to assess the practical abilities of talents with disabilities. While communication-based interviews heavily rely on verbal interaction, work trials enable candidates to showcase their skills and capabilities in action. This hands-on evaluation allows employers to directly observe how disabled candidates perform tasks relevant to the job. By focusing on practical abilities, employers can identify the true potential of disabled candidates and make informed decisions based on their demonstrated skills rather than relying solely on verbal communication.

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Realistic Job Preview

Work trials provide candidates with a realistic preview of the job and its demands. While interviews offer a limited understanding of the role, work trials allow candidates to experience the tasks, responsibilities, and work environment first hand. This immersive experience helps candidates make more informed decisions about their fit within the organization, leading to better long-term retention rates and reduced turnover. Therefore, work trials contribute to improved job satisfaction and employee engagement. As a result, it is worth recognizing that employees with disabilities often demonstrate exceptional dedication and commitment - they may have overcome obstacles and demonstrated resilience, which can contribute to their loyalty. A study conducted by the Institute of Leadership and Management found that disabled employees tend to have a stronger sense of commitment and engagement toward their work[1]. ? This can be attributed to the additional challenges they face, such as navigating physical obstacles or societal biases, which can foster a greater determination and motivation to succeed.

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Problem-Solving and Adaptability

In addition to assessing practical skills and realistic job previews, work trials allow candidates with disabilities to demonstrate their adaptability and resilience in day-to-day operations. Disabilities often require individuals to develop unique strategies and approaches to overcome challenges. Thus, employers can witness first-hand how candidates with disabilities navigate obstacles, problem-solve, and adapt to different scenarios via a work trial. This practical assessment provides a more comprehensive understanding of their capabilities, highlighting their strengths and demonstrating their potential to contribute effectively to the organization.

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Reducing Bias and Stereotypes

Communication-based interviews can unconsciously perpetuate biases and stereotypes, potentially disadvantaging candidates with disabilities. Work trials offer a more objective evaluation process, focusing on practical skills and performance rather than preconceived notions or biases. This approach helps employers make fair and merit-based hiring decisions, ensuring that disabled candidates are evaluated solely on their abilities and potential to contribute. By reducing bias and challenging stereotypes, work trials contribute to a more inclusive and diverse workforce.

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Here are 2 examples of companies that have successfully incorporated work trials into their recruitment process. Google is known for its rigorous and innovative recruitment practices. The company has been using work trials, known as "Googleyness" interviews, to assess candidates' skills and cultural fit. These work trials involve candidates working on real-life projects alongside current team members, allowing Google to evaluate their technical capabilities, problem-solving skills, and collaborative abilities. This approach has helped Google identify candidates who not only possess the necessary qualifications but also align with the company's culture and values.

In addition, Buffer, a social media management company, has adopted a unique recruitment approach called the "Buffer Bootcamp." Instead of relying solely on interviews, Buffer invites potential candidates to join the company for a month-long trial period. During this period, candidates work on actual projects, collaborate with team members, and immerse themselves in the company's culture. This extended work trial enables Buffer to evaluate candidates' skills, cultural fit, and their ability to adapt to the company's remote work environment. Successful candidates are then offered permanent positions within the organization.

These examples highlight how companies across various industries have successfully integrated work trials into their recruitment processes. By incorporating these practical assessments, cultural fit evaluations, and real-life project work, these companies have been able to make more informed hiring decisions and build teams that contribute to their overall success.

In conclusion, businesses can make more informed hiring decisions, create diverse and equitable workplaces, and tap into this untapped talent pool of candidates by using work trails in their recruitment processes. Embracing work trials as a means of evaluation is a significant step towards fostering inclusivity, promoting diversity, and unlocking the full potential of individuals with disabilities in the workforce. So, let’s think outside the box by adopting work trials in your recruitment process.

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If you would like to share thoughts on this topic or explore inclusive and equitable talent acquisition strategies, please reach out via direct message.

?[1] The drivers of Employee Engagement - Institute for Employment Studies. (n.d.). https://www.employment-studies.co.uk/system/files/resources/files/408.pdf