Proof-Based Hiring: The Framework for Hiring What You Can See
Why evidence of ability beats claims on paper — and how to implement it.
Chris Fairley
Founder & CEO
What Is Proof-Based Hiring?
Proof-based hiring is a recruitment approach where candidates demonstrate their abilities through tangible evidence — skill videos, work samples, or live demonstrations — rather than describing them on a résumé or in an interview.
The core principle: If you can see it, you can trust it.
This approach is the practical implementation of skills-based hiring, focused specifically on the evidence that proves someone can do the job.
Why Proof Matters More Than Claims
Traditional hiring relies on:
- Résumés (self-reported, unverified)
- Interviews (tests talking ability, not job ability)
- References (often scripted or unavailable)
None of these show actual work. Proof-based hiring flips this by requiring candidates to show what they can do before you invest time in interviews.
The Proof-Based Hiring Framework
Step 1: Define What Proof Looks Like
For each role, identify 2-3 demonstrations that would prove competence:
| Role | Proof Examples |
|---|---|
| Line Cook | Knife skills video, plating demonstration |
| Barber | Fade technique video, client interaction |
| Electrician | Safety check walkthrough, wiring explanation |
| Server | Order-taking roleplay, menu knowledge demo |
Step 2: Create Simple Prompts
Make it easy for candidates to submit proof:
- "Record a 30-second video showing [specific skill]"
- "Walk us through how you would [common task]"
- "Demonstrate [technique] and explain your approach"
Step 3: Evaluate Before Interviewing
Review proof before scheduling calls. This saves hours and ensures you only interview candidates who can actually perform.
Related: Why Skill Videos Beat Phone Screens
Proof-Based Hiring vs. Traditional Hiring
| Aspect | Traditional | Proof-Based |
|---|---|---|
| Initial filter | Keywords on résumé | Visible skill demonstration |
| Time investment | Hours of screening calls | Minutes watching demos |
| Confidence level | Low (still guessing) | High (evidence seen) |
| Candidate experience | Tedious applications | Show what you can do |
| Bad hire risk | High | Significantly reduced |
Common Types of Proof
1. Skill Videos (Most Accessible)
Candidates record themselves performing job tasks. Works for any hands-on role.
Examples: 5 Skill Video Examples That Got Candidates Hired
2. Work Samples
Past work, portfolios, or created samples. Common in creative and technical roles.
3. Live Demonstrations
In-person or video call demonstrations. Best for final-stage verification.
4. Verified Credentials
Where licenses matter, verify them — but separately from skill evaluation.
Learn more: What "Verified" Actually Means
FAQ: Proof-Based Hiring
Does proof-based hiring work for all roles?
It works best for roles where skill is the job — restaurants, trades, personal services, retail, logistics. For knowledge work, work samples and case studies serve as proof.
Won't candidates find this burdensome?
The opposite. A 30-second skill video is faster than filling out a lengthy application. Candidates appreciate the chance to show their abilities.
How do I avoid bias when reviewing proof?
Focus on the skill, not the person. Use consistent evaluation criteria. Assess ability before personality.
Getting Started
The shift to proof-based hiring starts with one question: What would prove this candidate can do the job?
Answer that, create a simple prompt, and you've already improved your hiring process.
For roles in restaurants, trades, and services, Vetano makes proof-based hiring seamless — skill videos, ID verification, and organized profiles all in one place.
Ready to hire with proof? See how it works →
