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Hiring a new member of staff can be time consuming and costly - especially if you get it wrong. That’s why many employers use trial shifts as a way to check out a potential new hire before offering them the job.
It’s a great way for employers and workers alike to get a feel for each other. But how do trial shifts work exactly, and what are the pros and cons?
What is a trial shift?
A trial shift is essentially a test run for a job. Instead of jumping into a long-term commitment, a person is given the opportunity to work a shift, or a few shifts, to get a feel for the role, team, and company.
For employers, it's a chance to observe how well a candidate performs in real-world conditions. For job seekers, it’s an opportunity to experience the job first-hand and determine if it’s the right fit before making any major decisions. It’s essentially ‘try before you buy’ for the jobs market.
How does a trial shift work?
Trial shifts will vary from business to business, while some prefer not to use them at all. But in those that do, they essentially follow these steps:
Step one: the offer
After an interview or during the hiring process, if an employer likes the look of someone then they might offer them a trial shift or two. The length of the trial shift can vary - sometimes lasting only a few hours, other times a full day or longer.
Step two: the shift
During a trial shift, the candidate is expected to work the same as any other employee. They might be given a bit of slack due to it being their first shift, but they should try and perform as they would normally. On the flip side, the employee gets the opportunity to experience the role and see if it meets their expectations.
Step three: feedback and reflection
After the shift, both the employer and the employee usually sit down to discuss things. The employer will generally provide feedback on performance, while the employee can ask questions and share thoughts about the job. It’s a good opportunity to make sure that both sides feel comfortable moving forward, or to part ways if it’s not the right fit.
Step four: the decision
If everything goes well, the next step is typically offering the candidate the job, or inviting them to more trial shifts to further assess them. If things don’t work out, it’s an easy exit without any major commitment from either side.
Read more: How to keep your hiring efforts on track
Why trial shifts are so popular
Essentially, trial shifts are common practice because they take the pressure off the hiring process, for both sides. For the candidate, it’s a no-pressure way to test the waters and find out if the job matches expectations. If it doesn’t work out, there’s no harm done.
For employers, trial shifts help to make sure the chosen candidate is a good match, for both the role and the team. While interviews and resumes provide important information, seeing how a person performs on the job gives a much clearer picture of their skills, work ethic, and cultural fit.
They can also be a big timesaver. For the employer, they reduce the risk of hiring someone who may not be a good fit, while for job seekers they eliminate the need for a long-term commitment to a job that might not be right. If the role doesn’t work out, both the employee and employer can move on quickly, without wasting too much time or money. It's a more efficient way to test compatibility before making any decisions.
Challenges to consider
While there are plenty of benefits to trial shifts, there are a few drawbacks to consider for both employers and candidates.
Time investment
Supervisors or team leaders may need to dedicate additional time to monitor candidates, provide feedback, and assess performance. For employers with limited resources or time, this could feel like a burden, especially if they are conducting trial shifts for multiple candidates.
Shifts may not be paid well
For jobseekers, it’s important to remember that in some cases trial shifts may not be compensated, or they may only offer partial compensation. It’s essential to clarify this upfront to avoid any confusion or misunderstandings.
No guarantee of a role
Similarly, just because a candidate completes a trial shift doesn’t mean they’ll receive an offer. While it’s a great opportunity to show abilities, there’s still the chance that the position might not be offered after the trial and the candidate has wasted their time.
False positives
Some candidates may perform really well during a trial shift, but not be able to maintain that level of performance once hired full-time. A trial shift doesn’t always guarantee long-term commitment or consistency, so employers should still be cautious.
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