Re:Tech sector job interviews assess anxiety, not software s...
by DoingIsLearning on Wednesday July 15, 2020 @03:28PM
(#23850418)
There are a few issues with the scenario you described.
For health and safety, security and tax purposes you would likely not be able to have an extended period of more than a couple of days without some form of contract for that 'trial' period.
If you are an 'established' professional then you most likely would interview for a new job while currently employed. So even in the remote scenario that you would take a couple weeks holiday for a 'trial' you would likely violate the contract with current employer by signing a 'trial' contract.
This would only work for junior positions or for senior professionals who have taken some time away from work. But if you make this a part of your recruitment process, there is the risk that you are discriminating against 'currently employed' candidates.
For health and safety, security and tax purposes you would likely not be able to have an extended period of more than a couple of days without some form of contract for that 'trial' period.
If you are an 'established' professional then you most likely would interview for a new job while currently employed. So even in the remote scenario that you would take a couple weeks holiday for a 'trial' you would likely violate the contract with current employer by signing a 'trial' contract.
This would only work for junior positions or for senior professionals who have taken some time away from work. But if you make this a part of your recruitment process, there is the risk that you are discriminating against 'currently employed' candidates.