Job Trials – An Employer’s perspective…
So you think you have found the candidate you have been looking for? In my experience, interviewing alone can be a very inexact science. Before you shake hands on the deal, I strongly recommend all job seekers and all employers road test each other first with a job trial, (at a pre-agreed paid rate of course). This might be the one thing that for you, secures your decision or it may be that you will look back and consider how you really dodged a bullet. Of course sometimes, for some people, a job trial is not always practical, but if it is, I would urge you to move heaven and earth to have one. There is nothing like a road test for really seeing firsthand if someone might be a fit; and you know we are all about job longevity here at The Grooms List by Caroline Carter Reruitment!
Caroline
Road-Testing a Potential New Candidate
What is a Job Trial?
A ‘job trial’ is when a prospective employee attends your prospective workplace for a set amount of time. This is usually between 1-3 days, sometimes longer, in order for the candidate to experience the job for themselves, to demonstrate their practical ability, and of course, a chance to see when if when all the talking and negotiating is done if working together in real life will be a good fit for both parties.
What are the benefits of a Job Trial?
In most instances, attending a trial would be the second or third step in the selection process following a successful initial phone call and in-person job interview. However, there could be circumstances where your interview and trial will be sensibly combined. This is something that equestrian employees are increasingly asking to do more of if they are short of time due to current employment hours or are having to drive a long distance and they wish to save time and the costs of making the same trip twice.
Key benefits are:
- Gaining greater knowledge of your prospective employees and their hands-on skills and abilities
- Opportunity to see if a prospective new employee’s standards, practices, and ethos aligns with your own
- A chance to interact (at some points in the trial), in a more informal way than the sometimes intimidating interview situation. This will give you the chance to see what makes an individual tick in terms of motivation and values etc but also can signpost any future issues that may occur. This can allow you the unique opportunity to decide on a strategy to deal with those issues in advance, or not to enter into an arrangement with the triallist at all in the first place.
- Completing a job trial then either party declining the opportunity as unsuitable etc is far better than starting to work together ‘blind’ and then the whole thing falling over after a few months, if not sooner! Job longevity is important for you and your horses of course but also, a successful equine career, and attending job trials can minimize the all too often seen job-hopping which is not a good thing for any of us.
Top Tip: Always double check, you are going to be present and available for as much time as possible for the duration of the job trial. It may seem like a great time-saver for employers to delegate the interview/job trial to the team/outgoing groom but this rarely results in the desired outcome.
Accommodation that has a view like this can certainly help a candidate feel at home!
Do prospective employees live in during a Job Trial?
If your position is going to be a live-in position then if you can accommodate this, prospective employees should probably expect to live in for the job trial lasting longer than one day, preferably in the prospective accommodation. That being said, the proposed accommodation may still be occupied but, at the very least prospective employees will need to be able to view the proposed accommodation before any offers are made/accepted.
Do prospective employees get paid for a Job Trial?
Generally, an employer does not have to pay for a trial ‘shift’ – so long as this is truly a trial! However, it does get things off to a nice start if this is taken care of or alternatively, you could offer to pay any travel expenses if the candidate is going to be out of pocket.
A full day’s work or multiple days, weeks, or even a month or more on trial is not a shift and the candidate legally must be paid. How much you pay depends on the candidate’s age and level of experience, but you must pay at least the National Minimum Wage. Some employers are generous and/or able to offer more.
Advice from ACAS is to agree payment or expenses in advance – this way you enter into a contract with the candidate and anything that is agreed upon will not be later misunderstood.
It’s also worth mentioning that whilst on a job trial candidates are still entitled to statutory break times! At minimum, they are entitled to an uninterrupted 20 minute break when working for 6 hours or more. You can find more information on statutory work breaks here.
BEFORE arranging a job trial, ensure you have discussed and agreed accommodation arrangements (if applicable), the arrangements for animals (if applicable) and what the salary package will be (always applicable!) For handling salary negotiations, the following may be of use negotiating a salary package.
Probationary periods
Trials of a month or more are typically referred to as a “probationary period” and are simply a period within the employee’s employment contract where both employer and employee are testing suitability before committing to a permanent contract. The probationary period can be viewed as a short-term contract preceding a permanent contract. Probationary periods are still part of the employment period and fall within the employee’s employment contract, which has to be provided on or before the worker’s first day on the job, regardless of the probationary period; you cannot wait to provide the contract after the probationary period. Workers on a probationary period are still employed, and are entitled to at least the National Minimum Wage, holiday leave, a workplace pension, sick leave, maternity leave etc. Within the probationary period all usual disciplinary and dismissal processes are applicable; you cannot simply let a worker go on the basis that they are on a probationary period. It’s important that workers in their probation period are treated fairly and comply with UK Employment Law and the Equality Act 2010 at all times. In the event of letting your new employee go within their probationary period, you must follow all usual legal procedures, treating the worker fairly and within the guidelines of the law. The minimum notice period for an employee on probation is one week, but you can choose to extend this. As with any employment contract, make sure you get everything agreed in advance, so everyone has shared expectations and arrangements, and put this in writing with your employee. At the end of the probationary period, either party can choose not to proceed to a permanent contract, or you can agree to extend the probationary period, or you can proceed to a permanent contract.
If your dog looks like this……. You should probably bring her just to check everyone can be ok with her! (Note this is original author, Becky Parker’s old dog so no prejudice to Rottweilers intended, but she did get a few more objections!)
Should a prospective employee bring pets with me to a Job Trial?
If a candidate is ultimately looking to taking a horse or pets to the new job then within reason, taking a dog to a job trial is a sensible option. Again, now is the time to see if the dog(s) fit in with you, your family, your own dog(s) etc. Many a deal is ‘undone’ by an unscheduled doggy skirmish or worse!
What should a a prospective employee bring to a Job Trial?
Most importantly, appropriate and professional clothes for the job they will be required to do! This just shows good organisation and planning:
Clean, tidy, professional work attire (jods, not jeans or trakkies!)- Hat, gloves, riding boots, chaps, wellies and possibly a body protector
- Some form of ID along with emergency contact names and numbers
- If you are likely to groom at a show during your trial you may wish to take any show turnout items that you favour for competition grooming, just in case (e.g. combs, grips etc). but they should ask you before using their own equipment on your horses for obvious reasons!
- driving licence if the job requires you to drive their own yard vehicles/horse lorry.
- Passport if your job trial is overseas, or requires any overseas travel!
- Casual clothes for the evening that will not scare you/their new flatmates etc away, 😉 that being said, inclusive does mean inclusive these days so do be careful on this front. How some one dresses in their own time and space is mpstly their business.
- Food for breakfast/lunch/dinner if staying in accommodation and not being catered for. You could ensure they know the routine and requirements regarding food beforehand
- Bedding, if necessary – Again, it is nice to advise in advance
- Provisions for their own dog, including his/her own bed
Clean, tidy, professional work attire (jods, not jeans or trakkies!)
INSURANCE
It’s imperative that your triallist is covered by your yard/liability insurance for the job trial – never leave yourself without insurance cover. Speak to the British Horse Society etc if you would like advice.
Here we can see a clear difference making an effort to dress smartly makes: Left – professional Freelance Groom Charlotte Hutt. Right – Original author Becky Parker ! (P.S. NOT at a job trial, I hasten to add! )
What if the Job Trial doesn’t work out?
This does happen and is one of the many reasons why a trial is a good idea. Remember this is as much a test of whether the job will be right for prospective employee as much as it for you the employer. Please don’t go disappearing off the radar and try to communicate constructively as to why it didn’t work out. We would be happy to do that if you feel it would be just to awkward. We urge the Job Seekers to do the same and make the same offer. Please, feel free to contact us if you would like to discuss the job trial before accepting or rejecting a Job Seeker. We are always happy to offer impartial advice. We are in the business to help put the right people into the right jobs. It’s not in our interest to do anything other than this.
This is what we advise Job Triallers in our BLOG aimed at those attending a Job Trial
We brought you what we’ve been told is an excellent article at the end of last year that covers in detail the things to watch out for and remember in order to keep yourself safe whilst at a job interview or job trial. It can be tempting to put on a brave face and harder still to say ‘No’ to something you’re worried about when you are trying so hard to make a good first impression but it really is NOT worth it. Any employer worth their salt should respect you MORE for being honest about your limitations and wise enough to point out when a situation looks to be dangerous.
- Make sure family and/or reliable friends know where you are and what your arrangements are for your job trial.
- Make sure the employer of the job trial has your emergency contact information – who to call in the event of accident or illness, a list of any known allergies, and any medication you are currently taking.
- Keep it real – no bigging yourself up and winging it! Don’t overstate your abilities and don’t just go along with anything. It is far better to discuss your abilities than prove your lack of them! If a potential employer presents a challenge you have doubts about, don’t wing it! You have far too much to lose by risking an accident.
- Don’t allow yourself to be used as a dummy jockey for the trickiest horse in the yard who no one else can sit on – it does happen and the consequences can be dire.
- Keep your wits about you and take everything around you in.
- It’s worth reiterating here: it’s imperative that you ensure you are covered by your employer’s insurance for your job trial – never leave yourself without insurance cover. Speak to the British Grooms Association or the British Horse Society if you would like advice on getting your own insurance cover for work.
Before going off to attend an interview or job trial it’s a very good idea have a read of Caroline’s advice on staying safe at a job interview. The same considerations apply to a job trial. You can read the article here.
Finally, a few final pointers on making the most of this opportunity:
Be smiley, be helpful and interested in the prospective employee and their goals and aspirations.
Go through their CV with them and show interest in what they have done and the pathway that has lead them to you and your vacancy
Never be afraid to ask questions
Remember this is also a chance for the Job Seeker to interview you too. Let them have that opportunity to ask questions of you, any fellow staff members, liveries, regular yard visitors etc.
After you’ve completed the job trial, if everything is agreeable and you are thinking of making a job offer, do remember to discuss and agree all the final arrangements with your new employer, get it all in writing, (see Making and Accepting A Job Offer) and don’t just set a date to start work!
Now you should be all set for a happy and successful working relationship with your new employee. Good luck, and stay in touch!
