At BMW’s US factory in South Carolina, there is a perception among job applicants that it is quite challenging to get a job there unless they previously worked for a sub-contractor. If true, this could be one way BMW vets its applicants. If they are good enough for a sub-contractor, they are likely good enough for BMW’s big plant, one contractor told mereenex.

It’s not hard to see how this hiring method — selecting people from related suppliers —could benefit an array of companies. Hiring, and just as importantly, firing, costs can be enormous. Having first-hand knowledge of a worker — as opposed to the standard information based on resumes, interviews, and references — is vastly superior because it is customised to the company and its culture, it is completely up to date and it is much less costly. And if it reduces the odds of having to let someone go, even better. What HR or operating manager wouldn’t want to avoid disruption, inefficiency and added costreenex ?

Pity the leader who hasn’t picked up on the power of “try before you buy” when it comes to identifying talent. This trend is only growing. For example, many companies encourage their employees to recommend their friends, another form of pre-vetting that reduces the odds of hiring a lemon. Some employees even get a bonus if their friend is hired.

And what about internships, the one currency of youth that is increasing in value every year? Undergraduates, as well as graduate students in law and business, know that the best path to finding a job is working for that same company while still in school. This benefits the prospective employer, and also helps students realise — early on — whether this job is the right fit. In either case, who wouldn’t want to try before they buyreenex>