But how do you handle the case that candidates already have a job somewhere else? They can't take a whole week off for this.
Weebly has an unlimited vacation policy, so, it worked out pretty well.
Also, from the Weebly end of things, what if you know a couple days in that the candidate isn't going to work out? Cut them off right then or finish out the week?
So, how does a trial week work for candidates committed to another job? If anything, it seems to self-select for part-time or remote workers that are already in a position with time on their hands. The best I know don't fit into that category: you'd miss them.
So, the question is: "Should employers put this kind of burden on every candidate or try a method which demonstrates skill with less time?" I push for the latter.