From Reinventing Hiring by Dr. Todd Dewett:
Use non-permanent initial employment. It’s often called probation, but I’m sure we can come up with a better label. In the US it’s fairly rare for professional roles, though more common in other countries, for example, the UK. Zappos is really onto something in this regard by paying people to quit, but I think they could save their money by simply initiating a 6-12 month try-out period. Nobody can hide real deficiencies or fool you by managing impressions for that long. Over this period, you honestly get to know someone and can then make an informed decision since you’ve observed them produce work and collaborate with the team.
Defer premium pay. Instead, go market or submarket. Are you willing to pay top wages for top talent? Yes. Should you pay it before seeing what they can do? No. A better alternative is to agree on a much-improved second year compensation package that kicks in after they survive the probation period. If you’re a destination employer due to overall culture, opportunity, and pay, this will work. You’ll find the talent who really wants to build something meaningful with you over time and you’ll weed out the mercenaries who are always looking for the next jump.
Do you think these suggestions are fair and would work?