In this article we introduce and propose a research agenda on tryouts, a hiring arrangement in which individuals spend time in organizations performing job-related work prior to the chance to become regular, full-time employees. We define tryouts as a construct and discuss how tryouts differ from traditional, direct hiring. We provide a typology of alternative hiring arrangements that serve as tryouts and evidence for their utilization. We theorize that tryouts stem from changes in the nature of work, organizations, and labor markets in the 21st century. For labor market researchers, we raise questions about not only the consequences of tryouts—such as who is hired, what kinds of jobs they lead to for workers, and the social and economic awards attached to such jobs—but also about the motivations of individuals who engage in tryouts, how these motivations (and the consequences of tryouts) differ across demographic groups, and how tryouts may create multi-tiered hiring systems. For organizational scholars, we suggest that tryouts update theoretical conceptualizations of hiring, and lead organizational behaviors to commence during hiring that demand further attention. While worthy of study in their own right, we also discuss reasons that tryouts offer an “ontological laboratory” for assessing theories on organizations, labor markets, and the origins and remediation of workplace inequality.

在本文中，我们介绍并提出了关于试工的研究议程，即一种雇用安排，即个人在有机会成为正式的全职员工之前先在组织中从事与工作相关的工作。我们将试用定义为一种构造，并讨论试用与传统的直接招聘有何不同。我们提供了替代雇用安排的类型，可以作为试用和使用证据。我们认为，试训源于21世纪工作性质，组织和劳动力市场的变化。对于劳动力市场研究人员，我们不仅会提出试训的后果（例如，雇用了谁，他们为工人带来了什么样的工作以及与这些工作相关的社会和经济奖励），而且还提出了有关个人动机的问题参加选拔赛的人，这些动机（以及试用的后果）在不同的人群之间如何不同，以及试用如何创建多层的招聘系统。对于组织学者，我们建议尝试进行更新以更新招聘的理论概念，并引导组织行为在招聘期间开始，这需要进一步关注。尽管值得一试，但我们也讨论了试探为评估组织，劳动力市场以及工作场所不平等的根源和补救理论提供“本体实验室”的原因。并导致在招聘过程中需要引起更多关注的组织行为的开始。尽管值得一试，但我们也讨论了试探为评估组织，劳动力市场以及工作场所不平等的根源和补救理论提供“本体实验室”的原因。并导致在雇用期间开始需要进一步关注的组织行为。尽管值得一试，但我们也讨论了试探为评估组织，劳动力市场以及工作场所不平等的根源和补救理论提供“本体实验室”的原因。