This post, should supervisors compensate applicants for their time in the interview process ?, was originally published by Alison Green on Ask a Manager.
A reader writes 😛 TAGEND
I time construed a chore ad which includes:” We didn’t want to take our entrants’ era for granted, even though we are a small publicly corroborated administration. Because of this, we decided to pay each our five finalists $500 to proceed with the rest of the interview. While $500 is not a huge amount, we thought it was a nice amount for a charitable organization to give to an applicant who would dedicate some time and believe that that our hiring process, which would comprise strategic consider the issue our organization’s mission and runnings in our communications and other related areas .”
I don’t think I’ve ever seen an employer before who offered finalist campaigners a payment for the work of participating in the interview process! I can see the upside of helping compensate a candidate for their labor and showing appreciation. Are there any upsides — or downsides — I’m missing?
One upside: It potentially procreates it easier for a wider range of nominees to participate in this hiring process, if they otherwise ought to have been impediments like not being able to afford do time off work to interview or paying for child care while they accomplish a hiring assignment.
I suppose a possible downside is that you might have people stay in your hiring process just for the money when they otherwise would have self-selected out. But I think you’d learn pretty quickly if that was happening( like if suddenly your number of rebuffed renders became way up ). I’d too want to know what they expect for that $500 since if they’re present weekend-long jobs, for example, it’s not as generous as it first sees.( I don’t assume that’s happening; I’m just protruding possible depressions in it because you asked me to .)
In general, while I don’t visualize balancing applicants for interrogations needs to become the norm, I do ponder more employers should be paying for applicants’ era when they ask them to do time-intensive operate simulations in a hiring process. Not for things like spending 20 minutes writing a sample press release … but expend hours on something more significant, yes. In fact, I succeeded somewhere that did this — we’d ask finalists to do a project that would substantiate their coming to the work, typically taking a few hours, and paid them a pretty significant freelance cost for it. We got the in-depth look we wanted, and they felt treated well/ not taken advantage of. That seems right to me.
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