During an interview, it's easy to be influenced by traits like eloquence or charm that have no real bearing on work performance. And it's frustrating when those hires ultimately don't work out. One way to avoid this is by augmenting your hiring process with auditions. After résumé screening and initial interviews, invite final candidates to work with you for a few weeks (with pay) and perform real tasks alongside potential future colleagues. This allows you to evaluate them and provide feedback, while giving candidates the chance to size up your company. The tryout process might seem over-the-top, but it excels as a filter to identify the people who will truly succeed at your company. If weeks-long auditions aren't right for your workplace, you still may be able to enhance your interview process with other assessments, like a short-term trial, a presentation, or an assignment.
Adapted from "
The CEO of Automattic on Holding "Auditions" to Build a Strong Team" by Matt Mullenweg.
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