Paid Test Hiring

A hiring method focused on evaluating real work performance through paid test assignments rather than traditional interviews.

Core Philosophy

• Words equal lies - seeing actual work is better than hearing about capabilities
• Paid tests save time in the long run vs traditional interviews
• Compensation ranges from $200-$2000 depending on role/scope
• Tests typically take 1 day to complete

Test Structure

• Create detailed brief/doc outlining specific assignment
• Set clear expectations and deliverables
• Pay candidates for their time and effort
• Evaluate actual work output vs interview performance

Reference Check Method

• Ask for 3 references but use them to find additional contacts
• Contact references to identify others who worked with candidate
• Key questions to ask:
  • Rate person 1-10 (they usually say 8-9)
  • Ask what would make them a perfect 10
  • Listen for revealing negatives in the gap to 10
• Focus on finding acceptable vs unacceptable negative traits
  • Example: Missing deadlines = unacceptable
  • Look for negatives you can work with vs deal-breakers

Decision Making Improvement

• Bring in experienced people to observe your hiring process
• Learn from how others conduct more rigorous interviews
• Focus on getting specific details vs general answers
• Example questions:
  • What was revenue when you started vs 18 months in?
  • What were the top 3 things that drove that growth?
  • Can you show examples of the work?

The goal is to evaluate real work capability through paid assignments while using strategic reference checks to uncover potential issues - creating a more reliable hiring process than traditional interviews alone.