The CEO of automattic on holding "auditions" to build a strong team
Automattic公司CEO Mullenweg分享了他们如何放弃传统招聘方式，改用带薪试工期来评估候选人，从而更准确地找到适合远程办公、以产出为导向的团队成员。
Mullenweg founded Automattic, the company behind WordPress, in 2005, and began hiring in the traditional way: using resume screening, reference checks, and interviews. He focused on the experience candidates had and paid special attention to what other start-ups they'd worked for. He and his colleagues invested a lot of energy in the process and believed that they were being as rigorous as they could. But when some hires didn't work out, they began to examine their approach in light of Automattic's unconventional philosophy: Work where you want and when you want; you'll be measured by outputs, not by time spent at a desk in an office. They realized that being well-spoken or charming in an interview often had little bearing on how a candidate would perform the job in question. So they introduced tryouts. After an initial screening, promising candidates are required to work with the company for three to eight weeks (with pay), performing real tasks that are closely related to the jobs they're applying for, and working alongside the people who will be their colleagues if they're hired. They can size up the company as it evaluates and provides feedback to them, benefiting all concerned. INSET: ONE MANAGER'S EXPERIENCE