How to Work a Blended Desk
In 2026
–An Eleven-Part Series–
Part Five
by
Bob Marshall
September 1st, 2026
Part Five – The Test Drive
When looking for the best possible candidate, it’s natural to focus on the obvious things: technical skills, experience, education, accomplishments, and whether the person can actually do the job.
Those are all important.
But there’s another question that can be just as important:
Will this person fit with our team?
Every company has a personality. Every team has its own way of communicating, solving problems, making decisions, and getting things done.
And while “culture fit” has become a bit of a buzzword, I think there is something very practical behind it.
You want someone who can contribute to the team—not disrupt it.
You want someone who communicates well, works well with others, accepts feedback, adapts when things change, and brings a positive attitude to the workplace.
Of course, you can ask about all of those things during an interview.
But here’s the problem:
People interview well.
Sometimes, the best way to find out how someone will actually perform—and how they will interact with your team—is to give them the opportunity to show you.
That’s one of the real advantages of the Contract model.
Think of it as a Test Drive.
The Contractor gets to experience your company from the inside. The Hiring Manager gets to see the Contractor in the real-world work environment.
How do they communicate?
How do they handle pressure?
How do they work with the rest of the team?
Do they take initiative?
Do they ask the right questions?
And perhaps most importantly, do you like working with them?
The Contractor is asking many of the same questions.
Does this company feel right?
Do I enjoy the people I’m working with?
Is the management style a good match for me?
Can I see myself building a future here?
That two-way experience can be extremely valuable.
And if, after the contract assignment, everyone agrees that it’s a good fit, you can move forward with considerably more confidence.
No hiring process can eliminate all risk. But the Contract model can give both sides something a résumé and a series of interviews simply cannot provide:
the opportunity to work together before making a long-term commitment.
That’s why I call it the Test Drive.
Sometimes, you don’t really know if something is the right fit until you’ve had a chance to drive it.
Next week: Part 6 – Don’t Overlook Small and Mid-Sized Companies—They Hire Contractors Too
My Best,
Bob
Bob Marshall began his recruiting career over 46 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
205 Elliott Road, Suite 100
McDonough, GA 30252-2704
770-898-5550
520-842-5550 (fax)