In this time of quarantines and social distancing, we’re learning about alternatives to traditional tasks—telecommuting, online learning, and even telemedicine—which can open our minds to new and possibly better techniques. But have you heard about these hiring practices that may take the place of traditional job interviews?

As HR and hiring managers have surely noticed, traditional interviews have their limitations. Although interviews allow for a structured first impression, they can’t predict long-term employee success. One-third of hiring managers know within the first 90 seconds if they’re going to hire a candidate, especially if that candidate doesn’t smile (a big no-no). Nothing that candidate says or does after will matter. On the flip side, managers are more likely to favor a visibly enthusiastic candidate. But appearance and enthusiasm don’t equate to ability, and that’s where our unconscious bias can cause us to hire someone who interviews better than they will perform.

Instead of a traditional interview, these hiring assessments can help gauge a candidate’s knowledge, skills, and abilities in a more fair and practical environment.

Job Auditions

Lights, camera, action! The job audition asks candidates to perform simulated job duties, such as completing a project. It’s like the master’s thesis of the hiring process. For a job audition, a short (less than two hours) “dummy” project should be sufficient to gauge an employee’s abilities. Maybe you ask your finance hire to review and recommend changes to the budget book, or you ask your marketing hire to prepare a social media campaign that meets desired metrics. Always remember that job auditions are an investment of your candidates’ time. And make sure you are not having them work on your company’s actual projects for free!

Work-Sample Tests

As the light version of the job audition, work-sample tests can determine if a candidate has the skills to hit the ground running. These tests show off practical, on-the-job knowledge, such as asking an executive assistant to manage items in an inbox, or asking a web designer to write a bit of code. Even a “What would you do if…” question can qualify. These tests are used as an indicator of a candidate’s future behavior in real-life—how will they perform when this situation presents?

In Conclusion

Job auditions and work-sample tests can quickly show which candidates are capable of performing the job duties, which can be evaluated without the unconscious bias of an interview. That’s not to say the traditional interview is going the way of the dodo just yet; job auditions and work-sample tests are useful components of an overall selection process that should at some point include an interview, even if it’s just to say, “When can you start?”

Note: To avoid any unforeseen consequences, it’s always good to seek advice from employment counsel on alternative methods of selection before you go all in!