I believe that much interviewing — including much of mine — does bypass the valuable information we can gain by learning about a person’s earlier experiences. I recently took an assessment that actually included information from my adolescence and I must say this was probably the best description of my capabilities and characteristics I’ve ever experienced.

I would caution that the “free consulting” idea be used cautiously and only for a final candidate that you have every intention of hiring. I’ve seen this used in exploitative ways and a buyers employment market opens up even more room for exploitation — often unintentional. I also want to say that the 90 day trial period may weaken your ability to attract passive candidates who are already gainfully employed. While there is always the possibility that things will not work out, I believe you can truly learn enough in the interview and due diligence process — especially one like you’ve outlined (plus 360 degree references) — to make a pretty accurate assessment. You just have to make sure that the candidate is receiving equally accurate insight into what they are signing up for. The key is to limit surprises as much as possible — up front.