The problem with Seth’s idea about getting candidates to try a job before getting hired is that most people are already employed and even getting the time to attend an interview can be tricky (not considering their contractual issues). Another approach is to find out if a candidate can supply references or endorsements. Formal employer references are often overlooked, as no company wants to risk giving a bad reference; they simply confirm the historical facts. Open personal endorsements (i.e. on Linkedin) can seem one sided, as they are always positive however they could provide a valuable insight by looking carefully at who has been prepared to say something, or perhaps what’s not said.
I mentioned in my earlier post: Is short the new long? How contract work was more honest and upfront, and certainly I’m in favour of contract work evolving to permanent positions, if appropriate – but the candidate first needs to accept the nature of contract employment, not for many.
Showing a corporate video or getting the experienced tour guide probably won’t cover the specific role of the hiring team, particularly if the organisation is large. As an interviewee I am sure the authenticity of the less than polished pitch from the hiring manager gives a more honest view of the team you are thinking of joining. Perhaps a video podcast on the careers page of the corporate website would help in preparation; it could even be required before attending an interview.