SEARCH FIRM & Recruiters
Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.
There are few things more frustrating than when you make a great hire, they show up and totally cannot do the job. Or, someone who is so electric in your interviews is lackluster in person.
Getting your hopes up to have them smashed is heartbreaking – but when it involves business, it is doubly so.
Everyone who hires has had this happen at some point. Sometimes you delude yourself into thinking they are a rockstar and sometimes you get a little conned. Either way, it's not good. It costs you time, money and energy – things most companies and managers don't have enough of.
I wouldn't be me if I didn't tell you the truth and offer you a fantastic solution. I present the pre-hire project!
Successfully Implement Pre-Hire Projects
No matter what industry you are in and no matter what you are hiring for, you should be able to figure out some kind of pre-hire test to make sure that amazing candidate can actually do the job.
What's A Pre-Hire Project
Well…this is very complex…it's a project you give prospective candidates to test their abilities and knowledge. Ta-da! Pre-hire projects help you make sure you aren't just getting fooled by a smooth-talking candidate – the person can actually do the job.
Ok, a little more about it. The project should be realistic and true to your business. Take something that occurs regularly or has in the past and make up a dummy situation. Give the candidate the project, give some parameters around it and then stand back and wait for the results.
It can be a project, a proposal, a ride-along, role-playing – whatever makes sense for the role. Obviously, don't have someone do actual work for your company, but it needs to be something that truly shows their abilities, speed, and knowledge.
Types Of Pre-Hire Projects/Evaluation Tools
Depending on what you are hiring for, you could either give this to every candidate during the hiring process or just your top 2-3 when you get towards the end.
If it comes earlier – you are going to have every candidate participate – it usually will need to happen during an interview. For the most part, these are probably going to be more testing and or essay-type projects. So, you might have someone take an online proficiency test on your software, product lines, etc. Or you might give them a hypothetical issue and ask them to give you a very detailed essay on the specific ways they'd address the issue.
Either way, make sure candidates know it is part of the process – no one likes a surprise – and make sure it doesn't take hours to complete. It needs to fit within the normal interview process timelines. You don't want a candidate to have to spend 3 hours on your project – especially if you don't intend to hire them.
If you want to have your top candidates complete a pre-hire project as a determining factor for being hired, make sure you discuss it well ahead of time.
Ideally, this will be a project based on a real-life occurrence in your business. So, you should be able to define:
- issues that may arise
- necessary steps needed to finish the project
- tools the candidate will need access to
- what the actual end result should look like
- exactly what you are trying to learn about the candidate
- how long it should take for a superstar, a proficient candidate or someone struggling
- how you'll decide between candidates with similar results
Get everything detailed and documented and make sure someone who has a similar role gives you input and can help you gauge success.
Keep In Mind
You can't plan for everything – tell candidates to do the best with what you've given them. Provided everything is in working order, they should be able to cope with difficulties.
Some candidates won't want to participate or might show frustration. I say, good riddance! Especially in certain pay-for-performance roles, if you don't even want to try, I don't want to hire you! If every candidate seems frustrated or has a lot of issues – look at your process, it might need updating.
I'd consider paying the candidates for any project that is going to take over 30 minutes. It just leads to goodwill. Candidates don't want to spend hours working on something that won't lead anywhere.
Some candidates won't do well – that doesn't mean you should immediately discount them. Evaluate where it went wrong and if it was anxiety or actual lack of knowledge.
If you can successfully implement pre-hire projects into your hiring routine, you will be able to know a candidate can do the job, not just make your best guess.
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US. How to Write A Building Products Branch Manager Job Description Writing a...read more
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US. How to Stop Hiring People Who Disappoint You. Hiring the right person for the...read more
Learn How Building Gurus Can Help Solve Your Hiring Challenges
Stop letting scarcity make you settle. Less than 1% of 1% of the professionals and executives on LinkedIn have the building products experience you need – learn how we go beyond posting and praying and LinkedIn to find and connect with best-in-class building products sales reps, managers, emerging leaders and executives.
Be confident and in control. Learn how our 4-stage Recruiting Blueprint search process can help you feel confident that we will find, engage, and qualify the talent you need. You'll feel in control and in the know with our frequent communication and updates. Best of all, you'll be interviewing qualified candidates in just weeks.
The Building Gurus Difference
You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.
Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:
Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.
NATIONAL NEWS + MEDIA
Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.
ASSOCIATIONS + CONFERENCES
Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.
We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.
VALUE FIRST APPROACH
We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.
LONGEVITY + INTEGRITY
We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.
+1 (701) 361-4239