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Test day
Instead of a test assignment, employees are given a paid test day, and they actually come to the workplace, meet people, and do tasks.
Challenges and measurement of effectiveness
Test day is primarily a practice to improve hiring efficiency, reducing the number of employees leaving the test and increasing the average employee life time in the company, a practice not suitable for all types of business, but in terms of knowledge sharing test day — an opportunity to reduce onboarding time.
What’s the concept?
There’s an unproven hypothesis that the test day is more objective than the test, because the candidate is tested in real-world settings, not synthetic examples, and you can see socialization and team skills, and you can see the candidate’s behavior in the ecosystem and toolbox in which the company operates.
It is also a way to audit the company’s culture and collect more feedback from the candidate.
When you can’t give people access to the infrastructure, you can give them a research assignment as a paid test day, so they’re given a common, unexplored problem, and they’re asked to figure it out and write a solution, which is convenient, because it’s easy to throw away the results of the work in that situation (if they’re bad), and at the same time, you can find a person who’s a treasure.
| How to properly design the “test day” legally? |
| How can you convince the company and its department managers that the test day is beneficial? |
Launch of the pilot project
How to measure the impact of the “test days”?
| What questions do you need to solve to be ready for the test days? |