Trial shifts are one of the most effective tools for evaluating hospitality candidates, yet they're often used incorrectly or inappropriately. When done right, trial shifts provide invaluable insights into a candidate's skills, work ethic, and cultural fit that simply can't be assessed in an interview. However, trial shifts must be conducted ethically, legally, and strategically to benefit both the restaurant and the candidate.
The first rule of effective trial shifts is to use them only for experienced candidates who claim specific skills. Trial shifts are most valuable for verifying skills that are difficult to assess in interviews, such as cooking techniques, customer service abilities, or ability to work under pressure. For entry-level positions, trial shifts are often unnecessary and can create legal and ethical issues.
Trial shifts should be short, focused, and paid. A 2-4 hour trial shift is sufficient to assess most skills and work styles. Longer trial shifts can be exploitative and may violate labor laws. Always pay trial shift participants at least minimum wage, and be clear about the compensation upfront. This approach demonstrates respect for the candidate's time and protects your restaurant legally.
Structure trial shifts to provide meaningful work while allowing for evaluation. Give candidates specific tasks that are representative of the actual job, but avoid overwhelming them with too many responsibilities. The goal is to see how they perform under realistic conditions, not to test their limits or exploit their labor.
Provide clear feedback after trial shifts, regardless of whether you're moving forward with the candidate. This feedback should be specific, constructive, and focused on the skills and behaviors you observed. Even candidates who aren't selected deserve to know what they did well and where they could improve. This professional approach maintains your restaurant's reputation and may lead to future referrals.
HeyHire's platform includes guidelines and best practices for conducting ethical and effective trial shifts. Our resources help you structure trial shifts that provide valuable insights while protecting both your restaurant and the candidates involved.
Document everything during trial shifts to ensure fair evaluation and legal protection. Keep detailed notes about the candidate's performance, specific examples of their work, and any concerns or positive observations. This documentation helps you make informed decisions and provides a record in case of any disputes.
The most effective trial shifts are those that benefit both the restaurant and the candidate. Candidates should leave with a clear understanding of the role, the work environment, and whether they're a good fit. This mutual benefit creates a positive experience that reflects well on your restaurant, regardless of the hiring outcome.