To Task Or Not To Task
Tasks have played their part in interview processes for a long time. CVs and interviews are great, but they don’t often give you the full picture of a candidate’s skills and fit. Enter test tasks - practical tasks that give you a taste of how someone handles real job challenges. However, there are a lot of conflicting views on how they’re used, with some candidates refusing to do them and others accepting that if they want the job, they then have to go through the process and complete the task, which can essentially feel like doing work for free.
Let’s dig into it.
What Are Test Assignments?
Test assignments are tasks or projects given to candidates during the hiring process. They’re designed to mimic real job duties and help you see how candidates tackle problems, manage their time, and get results. This could be a real-time problem a company is looking to solve or analysis of another similar product or an ideation task.
Why Use Test Assignments?
Real-World Peek: Test assignments give you a sneak peek into how candidates would perform the actual job. For example, a candidate for a Product Manager role might create a roadmap plan with user stories and prototypes bringing the solution to the problem to life, showing you their real skills in action.
Fair Assessment: Unlike interviews, which can be swayed by personal impressions, test assignments offer a more objective look at a candidate’s abilities. You can measure their performance against clear criteria.
Showcase Skills: They give candidates a chance to flaunt their expertise. This is especially useful for roles that need specific skills or technical know-how that a CV can’t fully capture.
Work Ethic Insight: Tasks reveal how candidates handle problems, manage time, and their overall work ethic. For instance, a task with a tight deadline can show how well they work under pressure.
Comparing Candidates: They help you compare candidates on equal footing. By giving everyone the same task, you can see who truly stands out.
Business Understanding: Tasks that involve analysing a business issue can show how candidates understand and approach real-world problems your company faces.
Filter Committed Candidates: Only those genuinely interested will complete the assignment, helping you sift through less serious applicants.
Role Fit Check: They help candidates figure out if the job is right for them by giving a better sense of what the role entails.
The Downsides
Limited Scope: Test assignments often only measure a few traits and might not capture a candidate’s willingness to learn or other important qualities.
Stress Factor: They can be stressful and intimidating, especially for candidates who aren’t used to them. Stress might skew their performance and not reflect their true abilities.
Bias Risks: Poorly designed tasks might introduce bias and unfairly affect the results.
Cheating Concerns: Remote tests can sometimes lead to cheating or plagiarism, raising questions about the authenticity of the work.
Time Drain: Lengthy tasks can be a burden, especially for candidates who have other responsibilities outside of work (carers, young family etc).
Soft Skills Overlooked: Test assignments usually focus on technical skills and might miss out on soft skills like communication and teamwork. It’s important to have another part of the interview process to test these areas.
Best Practices for Test Assignments
Match Job Responsibilities: Make sure the task reflects what the role actually involves. If you’re hiring for a marketing job, ask for a marketing plan, not a random project.
Clear Goals: Be specific about what you want to assess with the assignment. Whether it’s problem-solving or technical skills, clear objectives help in designing the task and evaluating results.
Give Clear Consistent Instructions: Avoid confusion by providing straightforward instructions. Candidates should know exactly what’s expected of them and each one of them should get the same information.
Be Transparent: Let candidates know how much time the task will take and what resources they’ll have. This helps them manage their workload and reduces stress.
Respect Their Time: Don’t make tasks too demanding. If an assignment takes more than four hours to complete, consider offering compensation as this is a way to show that you respect their time and effort and they aren’t doing work for free.
Protect Confidentiality: Be careful with candidates’ intellectual property and make sure they understand how their work will be used.
Combine Methods: Use test assignments alongside interviews and reference checks for a well-rounded view of the candidate.
Alternatives to Test Assignments
There are options to consider other than just test tasks. Whiteboard exercises in the interview so you can see the candidate think on their feet and how they would approach the problem or case study presentations of previous work, where a candidate gets to showcase a project they’re most proud of. They can talk you through their process, how they got from A to B and also what they learnt along the way. This way you can also see their presentation skills and how they work.
Conclusion
Test assignments can be a powerful tool in the recruitment process, offering valuable insights into a candidate’s skills and fit for a role. However, it’s crucial to use them thoughtfully and fairly and not just for the sake of it. By setting clear parameters and considering alternatives, you can make an informed decision on what the best solution is for your hiring process whilst ensuring you keep the candidate experience positive and productive.
P.s It’s really important to remember with these take home test tasks or real-time problem solving sessions that a candidate will lack internal context, so is never going to know what you do! Be fair and thoughtful.