5 Types of Homework Assignments for a Skills-First Hiring Process

Juste Semetaite

CVs and interviews don’t predict job performance, but work assignments can.

It’s really simple; hiring managers need to place competence in context to assess candidates’ technical and interpersonal skills .

If a structured interview process can help flush out candidates with the right attitude and cultural alignment, homework assignments can highlight people with the perfect skillset for the role.

And for a hiring manager, the hiring confidence when selecting between candidates who list the right skills on their resume and those who nail take-home tasks is like night and day.

Curious if work assignments could be a good fit for your company? In this article, we discuss:

  • what a homework assignment is all about
  • why companies prioritize work assignments over interviews
  • how to reassure candidates that work assignments aren’t ‘free work’
  • the easiest way to incorporate take-home tasks into your hiring process
  • five tips for designing an effective homework assignment

Let’s dive in!

What is a homework assignment?

A homework assignment or an interview project is a task given to a candidate during the interview process that tests whether they have the right skills for a role. Typically these assignments take about an hour or two to complete and have a specific deadline. But they can be more detailed and take up to 5 hours or longer, depending on the role seniority or complexity.

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We recommend sticking to a maximum of two hour-projects to keep it fair and reasonable for candidates. As a hiring manager, your main goal is to get a reliable snapshot of a candidate’s technical fit for the job – not to subject applicants to NASA-level testing.

Alternatively, you could swap homework assignments for paid test projects. While many candidates frown upon the idea of completing longer take-home tasks for free (who doesn’t hate free labor?), paid projects are generally accepted as a reasonable alternative. Learn how we leverage paid projects at Toggl Hire.

If a candidate won’t complete an assignment that takes less than 2 hours of their time, likely, they aren’t really interested in the role. So it also doubles as a reliable method to screen out prospective bad hires .

Why do companies ask candidates to complete homework assignments?

Homework assignments help companies get a better idea of a candidate’s strengths and whether they’d be a good match for the role. It’s a bit like shopping online. Seeing a new pair of sneakers you want in a 2D image is great. But getting a fully immersive AR experience really brings the sneakers to life and builds your confidence you’re making the right choice!

assignment in interview

These days, many companies prioritize work assignments over interviews , as the typical interview process is outdated. Interviews and CVs alone don’t help the hiring team explore a candidate’s actual abilities. Why? Well, firstly, candidates sometimes exaggerate their qualifications on CVs. Plus, a potential candidate could be great in an interview scenario but terrible at the actual job.

Another reason interviews are passé is that they can open up the hiring team to potential cognitive bias (hiring someone very similar to you). This might seem kind of nice, but in the end, you’ll have less diversity if everyone you hired was a mini-me, right?

Yet, interviews do have an important role to play in the hiring process. But not right in the beginning, necessarily. Shifting the interview portion further down the hiring process steps helps companies focus on quality candidates rather than the search for quality candidates. They could rather confirm the technical fit through skills assessments and then dig deeper during the second interview.

According to HBR, prioritizing homework assignments over interviews can help recruiters better match true competency with the job requirements:

One of us (Jeff) spent several years hiring writers for our firm. He used a scenario-driven writing assignment, administered after a short introductory call, to assess skills. Many publications use writing or editing tests for job candidates, but Jeff approached the task more analytically than most: After receiving the assignment, he conducted a follow-up conversation to understand not just what was on the page, but the candidate’s choices in crafting it. Not only did this give us a sense of how a candidate would perform, but they got a much better sense of the job itself, as we related elements of the task to actual role expectations. By using the same exercise repeatedly, it also built a database of responses over time, a positive feedback loop to better assess the next candidate. Geoff Tuff, a principal at Deloitte Consulting LLP – Harvard Business Review

The real benefits are that work assignments and skills assessments paint a truer picture and can also:

  • help identify the best person for the job
  • reveal an applicant’s work ethic
  • reduce the risk of selecting candidates that have lapsed technical skills (especially with the rapid evolution of technology)
  • are easy to deploy at scale – you can narrow down the number of applicants from 500 to 50 to save the hiring team loads of time
  • help organizations draw in non-typical but strong candidates that broaden the team’s diversity, equity & inclusion
  • reduce the risk and cost of a bad hire

Realistic Job Preview: 11 Ways How to Use RJPs in Hiring

What do candidates gain from completing homework assignments?

Job seekers may not often feel enthusiastic about interview assignments. And we get it. People are busy juggling so many things in their day to day that adding one more can feel overwhelming. But those who look at the bigger picture see it as an opportunity to shine.

Work assignments are a foolproof way for job seekers to demonstrate their skills and expertise . And if candidates happen to have any gaps in their experience, they can still demonstrate their aptitude through an online assignment.

It’s also an easy way for candidates to show they’re truly interested in the position and the employer and stand out from the crowd of other applicants.

Not only do these task projects give them a peek into their potential day-to-day responsibilities , but it’s also a window into whether the role is a good fit for them in the long run .

assignment in interview

If they find the task takes too long or that the topic or sector is dryer than toast – they should put their sights elsewhere. But if it’s all systems go – then they’ve already got a head start on producing what’s needed for the role.

5 Types of take-home interview assignments

Take-home interview assignments are a popular choice for assessing technical and creative candidates. But now companies are seeing the benefits for other roles too.

Three things that hiring managers should consider for all these types of interview assignments:

  • Letting candidates know about the test beforehand. That way, they’re not surprised and feel they’re starting off on the wrong foot.
  • Automating everything they can in the testing process, so they don’t leave candidates high and dry in between lengthy hiring phases.
  • Using the data they gain from these tests and candidate feedback to update their hiring process.

And now, onto the examples of homework assignments.

#1 Basic skills screening

Quick skills screening tests as a pre-qualifying step can help reduce the volume of applications without any manual effort. That means no manual resume screening or individual candidate feedback.

As applicants get instant feedback via skills test results (they either pass the required score threshold and move on or stop there), recruiters and hiring managers benefit in three major ways: 1) they save hours of their time by automating CV screening; 2) they can easily identify qualified applicants who should move to the interview stage; 3) they ensure a great candidate experience with modern skills-based hiring practices.

basic skills screening

Good practices:

Keeping the tests short and sweet to respect candidates’ time and effort. We’d recommend 15 or 20-minute assessments at the kickoff. However, it’s important to ensure the tests are hard, so they actually act like a quality filter for your candidate pipeline.

Bad practices:

Focusing too much on theoretical, bookish questions that make the test feel like a school exam can harm your test completion rate and prevent great candidates from submitting their applications. Additionally, making the screening tests too long or too intrusive (e.g., taking snapshots through the computer camera) can create an unnecessary barrier and reduce your chances of sourcing top-quality people.

#2 Pre or post-interview coding challenges

While a job interview can help hiring managers assess interpersonal skills, such as communication , teamwork, or motivation, it’s not the best medium for evaluating hard skills . Online coding tests help the hiring team select technically capable developers that can contribute to the business.

A recruiter would typically source candidates with the right programming languages listed on their profile or resume. And then, it’s the hiring manager’s responsibility to work out if the applicant has what it takes to write good code. Easier said than done!

That’s why a coding assessment as a homework assignment has become the norm in tech hiring, and most developers are willing to take them on.

how we do work assignments at Toggl Hire

Remember, though; candidates don’t owe you free work. Your approach to designing a coding test will determine whether people continue in the hiring process or drop off.

First of all, decide what you want to assess and why. If you’re hoping to ascertain a candidate’s troubleshooting and problem-solving skills, time-boxing the assignment wouldn’t work to your advantage. The candidate can always use the ‘lack of time’ as an excuse for lower-quality work.

Another thing to remember is to set the test at the right skill level, depending on whether it’s a junior, intermediate or advanced role.

Testing skills that are nice to have or don’t match the role is a common mistake. Focusing on too many topics requires candidates to switch context from question to question – which is often confusing and tiring in such a short span of time.

Another issue employers run into is using clunky testing software that candidates need to figure out on the fly. If it takes effort to learn the platform or the platform doesn’t have the required features, developers will have to pay the price.

Interview Coding Challenges: A Way to Hire Developers Who Know their Code

#3 Portfolio reviews and spec work during the job interview process

Ask any creative about their opinion on spec work, and you’ll likely hear that it sucks. And there are good reasons for graphic designers, writers, and other creatives to hate this kind of work – why should they commit to the project without any promise of payment?

If you’re hiring a professional from the creative field, we highly recommend starting with a live portfolio review . That’s when a candidate can take the interviewer through specific portfolio examples and share the backstory and lessons learned from that project. With creative roles, it’s often the unique style and quirks alongside the technical skills that can help determine the best person for the job.

However, sometimes paid spec work is a much fairer and more accurate way of getting insight into a candidate’s skillset. For tasks that require a highly personalized approach or solution, going the freelance gig route can yield better results.

Inform candidates ahead of time that you’d like to review their portfolio during a live interview. This will give them time to prepare and update their work samples. Ask questions that relate to their portfolio, even if the current samples don’t match your brief – you want to understand their creative process and practices. For paid spec work, make time to discuss the brief in person and agree on a check-in schedule to ensure work progresses in the right direction.

Springing this on the candidate without any warning and expecting the work to be delivered on a short deadline is a questionable move. Even if you’re opting for paid spec work, bear in mind these tasks are often completed in a vacuum and should be evaluated through a less critical lens. And finally, the not-so-secret secret: most creatives are terrible at maintaining their portfolios up-to-date. Giving them the heads-up will increase your chances of selecting the right talent.

#4 Time-boxed homework assignments that go in-depth to evaluate candidates’ competence

This type of home assignment can take many forms – from asking a marketing professional to write a press release for a product launch that already happened to requesting a business analyst to extract key insights from a dataset.

assignment in interview

To ensure it’s not perceived as free work, time-boxed assessment projects often focus on real-world business problems that have been solved internally. This way, you can benchmark candidates’ work against your internal quality standard and reassure candidates of your intentions. The sole purpose of interview assignments is to confirm candidates’ technical fit in an efficient manner.

Keep the topic or assignment relevant to the role, and limit the necessary time it’ll take to complete to about 2-3 hours. Remember that the clarity of your brief will largely determine the quality of the deliverables, so be specific about your expectations.

Expecting someone to take 5-10 hours out of their busy schedule for an unpaid assignment is unrealistic.

#5 Paid projects during the interview process

Interviewing is exhausting for both the candidate and the interviewer. So it’s unsurprising that paid interview assignments have been gaining in popularity in recent years.

As a hiring manager, would you rather spend hours of your time interviewing candidates to filter out the bad apples or use the job interview as a way to get to know potential hires?

Homework assignments are exactly that – a simple, efficient method for spotting A-level candidates with the right skills for the job.

As you confirm the technical fit before the interview, both parties can focus on aligning on other important factors, such as the organizational fit , team culture, and manager expectations.

However, many employers have realized that the sentiment around homework assignments has shifted from acceptable to immoral, as applicants began calling assignments ‘free work’. Research shows that drop-off rates increased when candidates were asked to complete a take-home assignment.

Candidates tend to drop out from the recruitment process at two main points: after the first job interview and when asked to complete an assignment.

Enter paid homework projects.

The perfect combo of practical competency assessment and paid work. Since the candidate receives compensation for their time, these types of assignments can be longer and more complex.

Anything from analyzing the growth funnel to tackling a programming challenge to designing an effective product onboarding experience can serve as a homework assignment idea.

What’s important to note is that these kinds of work assignments allow employers to get a glimpse into a candidate’s work ethic , thinking process, time management, and many other skills that are impossible to assess during the interview process.

If you’re paying for their time, treat them like consultants: provide access to important information, answer their questions and connect them with the right people internally. And be sure to outline the recruitment process at the very start; not everyone will happily take on a bigger commitment project, even when it’s paid.

As a hiring manager, stay in touch throughout the recruitment process to lay the foundations for a good working relationship. Provide clear requirements and timelines to reduce stress, and don’t forget about fair compensation – going below the market rate is disrespectful.

A great way to cause unnecessary stress is to ask candidates to present to a large audience or high-level execs they would never work with on a day-to-day basis.

Be sure to provide a clear agenda for the presentation call ahead of time and prep your interview panel for follow-up questions.

5 Examples of Take-Home Tasks for Different Roles

The work assignments and interview process windup

Work assignments are a good thing for companies and candidates alike. The result is like the difference between speed dating and a real dinner and a first date. Yes, they’re both exciting, but in the case of hiring, you need to hire someone that can demonstrate they have the right skills. The cost of hiring the wrong candidate is just too high for companies.

To find truly interested candidates, who have the right aptitude, introduce your team to the benefits of work assignments. You’ll save both parties loads of time and the hassle of a dragged-out interview process and other redundant hiring steps.

If you’re ready to explore how to transform your business’ hiring process from a time-consuming to a slick candidate pipeline, we leave you with five simple tips on designing an effective homework assignment.

5 simple tips for designing a great homework assignment:

  • Replace resume screening with basic skills screening. Start the sifting process early with a quick skills screening test . This will weed out the bad eggs and leave you with a selection of good potential candidates.
  • Make your assignment brief and easy to understand, and explain the key outputs you expect.
  • Match the level of the homework assignment to the level of the role. Unrealistic tasks will only scare people off.
  • Don’t request candidates to solve super-specific business problems. Make the assignment generalized, not based on a super specific problem your business is experiencing.
  • Give the candidate a chance to show and tell. That way, you get insight into their thought process, presentation skills, and even emotional intelligence when their viewpoint is challenged.

Have a peek at our Test Library for more assignment ideas, and good luck!

Juste Semetaite

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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When Hiring, Prioritize Assignments Over Interviews

  • Geoff Tuff,
  • Steve Goldbach,
  • Jeff Johnson

assignment in interview

Small projects can help ensure you’re hiring for skills — not just connection.

Companies over-rely on interviews when hiring, which has been shown to be a poor predictor of future performance and introduces opportunities for bias. As an alternative, try giving candidates who make it past an initial screening test a small test of the primary skill the job requires. For instance, ask a coder to solve a small coding project. This “minimally viable demonstration of competence,” and a follow-up discussion that debriefs the exercise, can be a powerful tool for moving beyond the resume to find qualified candidates that hiring bots might have passed over.

As a hiring manager, you want to bring on the “best” person for a job (whatever that means for the given role), but how do you know who’s right?

assignment in interview

  • GT Geoff Tuff is a principal and leads Deloitte’s sustainability work in U.S. energy and industrials. He is co-author of the bestselling books Detonate (2018) and Provoke (2021 ).
  • SG Steve Goldbach a principal and leads Deloitte’s Sustainability practice in the US. He is a co-author of the books Detonate (2018) and Provoke (2021).
  • JJ Jeff Johnson is a managing director at Deloitte Consulting LLP who coaches leaders through sales and relationship-building with a focus on human connection, insight, and the art of communication.

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Work Assignments During the Interview Process: What to do?

A recent trend in the hiring process these days that are catching up is giving an assignment to the candidates before finalizing them for the job. With so many job seekers in a market with lesser and lesser opportunities, it is becoming difficult for the recruiters to find the right candidate for the job.

work assignments during interview

The whole process of hiring and firing is a loss for the company . Hence an assignment is given to finalise the right candidate. This process has its own pros and cons which can be a time consuming effort to the person.

Listed are the 15 things that every job seeker should know about the work assignments when employer asks you to submit some assignments during interview process.

Work Assignments During the Interview Process – What Every Job Seeker Should Know:

1. explains about you:.

Work assignment is a way for the employer to know about you. As it becomes a professional interactive session, hence they get to know your working side. Whether you have doubts and queries or are you asking the right question.

Also how much knowledge do you have about that specific area. It makes an easy task for the employer to take a decision whether to hire you or not.

2. Practical test of the resume:

It a common practice among people to mention fake skill sets and during interview they are able to convince the employer. When hired, the person is not able to perform as said in the resume, hence the assignment becomes important to test the truth listed in the resume. The genuineness of the resume becomes essential in this process.

3. Prevent from being biased:

Sometimes during an interview the chances of biasing towards a favourite candidate tends to pick up. For example, the manager could be from the same college of the person, or able to develop certain liking towards the candidate during the interview process.

Favoritism tends to happen a lot in interview processes which reduces the chances of missing out on the right candidate, hence a loss to the organization.

4. To decide the final candidate:

Sometimes a situation arises where choosing between final two or three candidates becomes a tough choice. With similar qualifications, skill sets the final call becomes difficult to take.

The assignment test works as a tie breaker and makes the decision making quite easy. The candidate who fits the final bill of the company gets the opportunity.

5. Capability to understand the brief:

Whether the person has completely understood the brief to deliver is a way to figure it out from the assignment. It is a crucial process in the work before delivering the results, most of the employees tend to miss out on the exact brief given, hence the output is not in the right direction. The assignment is the best way to judge the analytical capability of the person.

6. Enthusiasm:

Another important part is the organization comes to know about your enthusiasm level towards the work. Organizations appreciate candidates who enjoy the work and are enthusiastic about it, rather than who might not be really interested in the work.

Sometimes candidates might not be able to deliver the results, but due to their sheer enthusiasm and passion towards the goal leads them to be preferred for hiring.

7. Gives the idea about the company:

The work assignments are also beneficial to the candidate along with the organisation. It helps the candidate to know the kind of work he or she might be getting into the future and analyze the situation before getting into the job.

It is convenient to know if you would really like to work with this firm or you would like to look somewhere else.

8. Capability of strategic planning:

It gives an understanding and information of your strategic planning capacity. How you would be delivering the results in a stipulated time period, a challenge essential for any organization. The work assignment explains a lot about your work flow structure along with the capability to present it in the right flow.

9. Knowing your talent:

Every organization prefers candidates with the right set of talent. These assignments also explain a lot about your strength and weaknesses which even you might not be aware of.

It helps the organization know your true skill and might hire you in a different profile altogether other than you would have applied for. Hence keeping the options open is never a bad idea.

10. Asking questions:

Employers like their employees to ask the right questions and to find the best possible answer for it. Therefore, it is important after the assignment is given to you, do go through the brief and ponder over it for some time. Then ask for the required additional info or clear your doubts then and there.

This gives an approach of your thinking capacity to the employer and let them know that you have already taken charge of the situation.

11. Discuss for non disclosure documents:

Many incidents have happened that employers give these assignments before hiring and once the candidate is done they might not even hire you. Later on you might come across that they would be using your idea already.

To prevent from putting your effort without any results it is advisable to discuss non disclosure documents.

12. Decide the time and effort required:

Before committing and doing the assignment understand the time limitations and efforts required to be given in the assignment. It is of no use if you put in too much effort into it and later if you are not selected for the position.

It will be a wasted effort for you, therefore, keep your efforts limited and work smartly. Also ensure not to spend too much time on it.

13. Keep the practical approach:

Understand the exact requirement of the brief. Do not go overboard. Sometimes employers give a task which might not be achieved in the deadline given or the assignment might be not your specialization.

So it is good to be practical and discuss your limitations before rather than getting stuck with it without any results.

14. Do not emotionally attach with the work:

Everyone loves their work in which they have put their heart and soul. It is a human tendency to fall in love with the work you do, in your eyes it might be the best work of your life or you would think that it will impress the employer in an instant.

Know it is just a process to get a job and whatever the result maybe its good to finish the work and keep aside.

15. Avoid getting into details:

Another essential point to note is that to keep your ideas simple and do not delve in the extreme details. In case you are not hired then the chances of getting your ideas will be reduced. It is good to mention the overview of what you intend to achieve and avoid using exact values and figures of it.

Conclusion:

Work assignments are effective trends in hiring process , which might take over a major role what interviews were and are. It does provide a clarity at both ends, whether you are an apt candidate to the organization or that job role is what you are looking ahead to pursue.

It is better than getting into the job role you might not like and stress yourself out later on. The benefits of it vary from every individual and organizations. Yet one cannot ignore this trend so be prepared if in case the next organization you apply ask to submit an assignment.

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Work assignments during interview process: here’s how to handle this request.

When you prepare for a job interview, you likely will  read up on the company , your interviewers and any other subject that will help. But you should also be prepared for your prospective employer to ask you to complete work assignments during interview process.

You may ask, what would I do if an employer asked me to produce free work as part of hiring process? Make sure you can answer that question because it could come up during your job interview. Employers are increasingly asking job candidates to complete work that demonstrates their skills and problem solving.

Some employers believe the assignments help weed out candidates who are not truly interested in the job. They believe if candidates accept the assignment, they will work hard to prove their worthiness as an employee. They also may believe if candidates question the assignment, they may not be as interested in the position.

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How work assignments during interview process help employers

Employers that use this tactic say it helps them see how candidates would approach the role that they are interviewing for, so it is helpful. The  average corporate job opening  receives more than 200 applicants, resulting in four to six candidate interviews. The interview assignment also helps candidates who may not interview well to shine by showing off their skills in the exercise.

An employer also may use the assignment to learn more about the candidate’s work process. Will they complete the assignment before deadline? Will they produce work that goes beyond the minimum needed to complete the assignment?

In some cases, it could be a brief, timed exercise that the employer gives to each candidate. These assignments are not likely to produce work the employer can use. It is more of a boilerplate problem for candidates to solve or a simple writing exercise to complete.

Read More: How To Ace Your Next Corporate Development Interview: Questions and Answers

How work assignments during interview process help job applicants

The interview assignment can help job applicants during the interview process. It is a great way to prove that you are the best candidate for the job. If you do a really good job on the assignment, the employer may be willing to offer more money for salary.

The assignment also gives you insight into the prospective employer’s expectations. It can be difficult at times with some jobs to understand exactly what the daily responsibilities and duties are. Such assignments can help shed light on that for you, and may help you decide whether to take the job.

If you complete the assignment and enjoyed the work, this could be a great sign. If you find the work tedious and not what you expected, it can help identify problems in the job.

What type of interview assignments can you expect?

Most companies are likely not looking for free work from candidates. But they must be sensitive to concerns that candidates will have that their time is not valued. The truth is, some companies receive free work from these arrangements and benefit from it.

There are examples of employers asking candidates to complete more involved exercises, then using the candidates’ work product. For example, a copywriter interviewing for a marketing job may draft content that the marketing team can later use without compensating the candidate. An applicant for a project manager job might develop a workflow plan and budget for a pending project that can be used.

Some employers are sending candidates home with work assignments during interview process that are quite involved. You should be aware that these requests are out there and develop a plan to respond to it.

It is reasonable for employers to ask candidates to demonstrate their skills, perhaps with an assignment that might take an hour. It is not reasonable to ask candidates to tackle assignments that take longer, maybe even days, without compensation. Here are some tips for handling requests to complete work assignments during interview process.

What is a reasonable and unreasonable assignment request?

First, it must be emphasized that employers asking candidates to complete simple, quick assignments is not unusual or unreasonable. In these cases, the person conducting the job interview can explain that this assignment is given to each candidate. It is a repeated task that is not used by the company to complete work without compensation.

It is important for candidates to know what the assignment is used for and how it fits into the interview process. This can be a useful tool to narrow down a finalist list for a position and to pressure test candidate claims about skills.

However, the problem occurs when a candidate receives an overly long and involved assignment request. If the candidate is given multiple days to complete the assignment, that is an indication that it may be too complicated. If a complicated assignment is given with unrealistic deadlines, that also is a red flag to consider.

But how can a candidate competing with others for a good job handle such involved assignments? The biggest fear is if you refuse, the employer will simply move on to candidates who will do the job. Here are several tips to consider when thinking about how to respond to interview assignment.

Suggest a simpler exercise

If you are presented with an assignment that appears complicated and involved, you could consider proposing an alternative. You can tell the employer that you have other work commitments that make it difficult now to complete the assignment. But tell them you are willing to complete an alternative that is less involved.

You can explain that your current job keeps you very busy and you have many commitments now. But offer to complete an exercise that takes about an hour or so to complete. This allows you to protect your valuable time, while also offering them insight into your process.

Offer samples of work similar to assignment

It is not unusual for you to explain that you have limited time outside of work. If you are asked to complete work assignments during interview process, tell the employer you do not typically do spec work. You can offer to share work you have done that is similar to the assignment.

If you have a portfolio of your work, tell them this will offer them the insight they seek into how you complete work assignments. You can even offer to arrange an interview with past supervisors who can discuss the quality of your work.

Find out more about the assignment

If the request you receive in the job interview to complete an assignment appears excessive, ask why it is requested. You can ask what they intend to do with the work you produce from the assignment. Ask them how many candidates will complete the task and are they all the same tasks.

If the assignment is particularly lengthy, you can ask if candidates have declined in the past to complete it. You can also ask if they have considered paying applicants as freelancers to complete the assignment. Also, ask how long to hear back after interview assignment if you elect to complete it.

Ask the Prospective Employer for Payment

Remember, the job interview is a vehicle for you to determine if the employer is right for you. It is a chance to speak candidly and professionally with your prospective employer. You can explain that you are willing to complete the assignment if they will compensate you for it.

As the rap singer Kanye West said, “Know your worth. People always act like they’re doing more for you than you’re doing for them.” You are showing the prospective employer that you know your worth by asking for compensation.

This idea only works when the assignment is particularly extensive and potentially can be used by the employer. Discuss options with the employer about payment, including whether a paid trial assignment will work. You could also offer to forgo payment if the employer decides to hire you.

How the company responds to your request will tell you a lot about it. If a company expects free work before they hire you, it likely will  expect free work  as part of your job.

How to decline an interview assignment and stay in the running

The best way to decline an interview assignment is to be honest. If you believe the assignment is too complicated and will take too long, tell them. If you are worried that the assignment poses a conflict in your other job, tell them.

Your job interviewer may offer some flexibility if you are honest with them. They may also determine that the assignment is not necessary if you are the top candidate contending. It is possible that the interviewer will also agree to an alternative assignment.

Employers asking candidates to complete assignments must recognize that applicants have limited time. It is not reasonable to expect them to complete a task that will eat up hours of their time. And if candidates produce excellent work, offer to pay them.

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Jenny Palmer

Founder of Eggcellentwork.com. With over 20 years of experience in HR and various roles in corporate world, Jenny shares tips and advice to help professionals advance in their careers. Her blog is a go-to resource for anyone looking to improve their skills, land their dream job, or make a career change.

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Know When NOT to Negotiate Salary to Avoid Job Offer Rescind 

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Top Candidate but No Job Offer? The 9 Reasons Why You Didn’t Get Hired

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Resources > Unitemps Career Advice > What to expect in an interview assessment

What to expect in an interview assessment

A common method used by employers to decide whether a candidate is suitable for a role is an interview assessment. There are a variety of interview tests that you may be asked to undertake as part of your job application, from presentations and written tests, through to group exercises.

What is an interview assessment?

Interview assessments evaluate your abilities and how they match up to what is required within a role. They test you against the core skills needed for a position, so that the interviewer can determine how well you would perform if they were to offer you the job.

What types of interview assessments are there?

Presentations.

A popular choice of interview test, presentations are designed to assess you on your communication and public speaking skills, as well as other things like your creativity and ability to stick to a brief.

Presentations are usually around 10 minutes long. More often than not, you will be provided with details of what the presentation should focus on ahead of the interview. Occasionally, your interview assessment will include the planning stage of the presentation – in this scenario you will be given around 30 minutes to prepare a presentation.

Discover how to improve your presentation skills with our article.

In-tray exercises

Also referred to as e-tray or inbox exercises, in-tray exercises are often used by graduate recruiters. These interview tests are a way for interviewers to see how you organise your workload. They are used for a wide variety of job roles as they assess you on skills that are relevant to a number of positions – such as time management, decision making and communication.

In-tray job tests will give you a length of time (usually between 30 to 60 minutes) to go through paperwork such as emails, letters, meeting minutes and telephone messages. Your job will be to prioritise these items and explain what your next steps would be.

To begin, prioritise the items in order of importance and urgency. Which items do you think require the most attention and the quickest response? After you have decided on the order, make a note of what actions you would take for each item. For example, if one element is a query from a colleague or customer, you could draft a response. If you are provided information about a particular project, write down whether you would delegate this task to a certain department or staff member.

Group exercises

Group exercises are designed to assess how well you work in a team, the kind of role you play within a group and your leadership abilities. This type of job assessment is also good for examining your critical thinking and communication skills, as well as your ability to problem solve.

The time allocated for group tests varies and you are usually in a group of 10 people or less. Common group exercises include:

  • Ice-breakers – for example, your team may have to follow instructions to build something within a certain amount of time
  • Discussion – you will be given a topic or scenario (most likely relating to the business or the wider industry) and asked to express your views
  • Role play – the employer will provide your group with a scenario and you will be asked to play a specific role within that scenario. A common example of these tests is a mock meeting

Case studies or job simulation tests

Similar to role playing exercises during a group test, case studies or job simulations also involve a scenario that you could experience if you were to take on the job.

The interviewer will provide you with a situation and give you a certain length of time to decide how to respond. You will need to give advice, either verbally or in a written piece of communication, on how to manage that situation. You should use the information you have been given to explain or justify your advice.

Written tests

You may be given a written test as your interview assessment. The format of this test will depend on the job you are interviewing for – you could be asked to answer a set of questions, write an email, or even read some information and write a short report to summarise it.

Written tests can also be used to assess you on the skills required for the job. Are you interviewing for a job in a press office? You may be asked to write a press release. Does the role require taking meeting notes and sharing them with the attendees afterwards? The task may involve taking notes of a mock meeting and typing them up.

In most cases you will be given instructions on what to do in the test and a set amount of time to do it in (usually between 30 minutes and an hour).

Social events

While less common, some employers hold social events as part of their interview assessments, so it’s important to be aware of what they entail.

This type of interview assessment will likely be described by the employer as ‘informal’ and will involve socialising with other candidates as well as the assessors themselves. Staff who already work at the company may also attend, such as junior members of staff (for example, recent graduates) and perhaps a couple of people from senior management.

Despite these events being informal, it’s important to remember you are still being assessed. The trick is to remain polite and professional, while being sociable and confident. Use it as an opportunity to ask people about themselves and their role, the role you are applying for, and what it’s like to work within the team and company. This will show your enthusiasm and willingness to network while also enabling you to learn more about the business, its employees and whether it is the right fit for you.

Tips for doing well in an interview assessment

While it’s likely you will only be given minimum details about the test beforehand, meaning you won’t know exactly what to expect, you can still make some preparations for an interview assessment.

Research the company

No matter what type of role you are applying for, it’s always a good idea to look into the company’s work, history and values before attending an interview.

Whether your interview test is a presentation, a group discussion or a social event, being able to demonstrate your knowledge of the company, and even propose solutions or ideas that are relevant to that particular business or industry, will demonstrate your passion, enthusiasm and commitment.

Check the job description

Many job assessments are used to test you for the core skills a role requires, so it’s best to take a look through the job description as part of your interview preparation to make yourself aware of exactly what these skills are.

Does the role require Excel skills? Then brush up on these and try to fill in any gaps in your knowledge by doing some online research. If the employer is looking for someone with good proof-reading skills or an eye for detail, set yourself a couple of proof-reading exercises as practice.

Read everything before you start

Quite often, the thing that stops people from performing to the best of their ability during interview tests is that they don’t read all the instructions before starting. It’s easy to understand why you would read the first section and focus on answering that before moving onto the next, but reading the whole assessment brief allows you to decide how to allocate your time.

Let’s say your interview assessment has two sections. The first section is a question that requires a short bullet point list and the second asks you to write a report of 300-500 words. The second section will take you the longest and is a better opportunity for you to demonstrate your aptitude for the role, so it’s best to start with this one. If you went into this test and only read one section at a time, there is a chance you could spend too long on the first and not have enough time to give a high-quality response to the other section.

Keep an eye on the time

Once you have read all the instructions, figure out how long to spend on each section and check the time regularly to ensure you stay on track. If you would like to spend 15 minutes on question one – move on as soon as you hit the 15-minute mark, whether you have completed that section or not. If you have time towards the end, you can go back and try to finish your answer.

Sometimes an employer can expect a lot during a short amount of time. If you find you are struggling to complete everything within the set time, make some short bullet points of what you would do if you had more time. This demonstrates what you would be able to achieve in more regular working conditions, where you aren’t given such strict time limits on how long you can spend on a task.

Leave time for proof-reading

When it comes to spelling and grammar, there is a chance an employer will be a little more lenient with an assessment than they would your application for a role – as you just don’t have the same length of time to proof-read and spellcheck what you submit.

With this in mind, it’s still important to give yourself a few minutes towards the end of the test to read through your answers and correct any obvious mistakes. While an assessor may forgive a couple of errors, submitting something with lots of mistakes reduces the overall quality and impact of your answers.

When it comes to assessments like presentations, social events and group exercises, you may find yourself being asked additional questions about your opinions, experience or knowledge. It’s easy to feel like you should give the answer the assessor wants to hear, but in these situations honesty is always the best policy.

Don’t pretend to have experience in areas that you haven’t worked in before, as it will quickly become apparent if you are offered the role and decide to accept it. Similarly, don’t give the impression you are enthusiastic about a project that a company has worked on when the reality is that you’re more interested in other parts of the business. In these scenarios, try to move the conversation onto something where you can add value.

If you are asked whether you have experience in a specific area, rather than simply saying no, opt for an answer like: “I haven’t had much experience of that, but I’ve had similar experience in…” and direct them towards a subject where you can show your expertise. At best, you’ll have showcased the skills you do have, rather than highlighting the ones you don’t. At worst, the employer may decide to employ somebody else and you’ll have been turned down for a job that wasn’t the right fit for you anyway.

Feeling prepared for your interview assessment? Now it’s time to brush up on your interview skills with our tips for a successful job interview .

Last updated on 13 December 2022

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Interview Questions Assignment

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Preparing for an interview? Check out the following questions and create ideal responses!

Sarah Scoop

Interview Tips for Travel Nurses in Ohio

I nterviewing for a travel nurse position can be both an exciting and nerve-wracking experience. The interview process is a critical step in landing the assignment you want, allowing you to showcase your skills, experience, and passion for nursing. 

The initial step of your journey involves researching and identifying potential travel nurse jobs in Ohio from AdvantisMed . Once you’ve found a role that aligns with your professional goals and interests, it’s time to prepare for the interview. The interview gives you an opportunity to articulate why you’re the best candidate for the position. If you’re looking to land travel nurse jobs in Ohio, we’ve put together some helpful interview tips to help you stand out from the crowd.

Understand the Job Requirements

Start by reviewing the job description and requirements in detail. Understand the skills and qualifications required for the role, and be ready to provide examples of how you meet these requirements.

Research the Healthcare Facility

Familiarize yourself with the healthcare facility you would be working at. Knowing the facility’s size, patient population, and core values can help you tailor your responses during the interview.

Highlight Your Skills and Experience

Draw attention to your nursing skills and experiences that align with the job requirements. Share specific examples from your past assignments that demonstrate these skills in action. Remember, the goal is to show how you can add value to the healthcare team.

Display Adaptability

Travel nursing requires adaptability, as you’ll often be expected to hit the ground running in a new environment. Highlight your ability to adapt quickly to new settings and situations.

Show Your Passion for Nursing

Let your passion for nursing shine through. This passion can set you apart from other candidates and show your commitment to providing high-quality patient care.

Questions to Ask in the Interview

Remember that an interview is a two-way street. It’s not only an opportunity for the employer to learn about you but also for you to learn about the job and the healthcare facility.

Ask About the Work Environment

Ask about the work culture, nurse-to-patient ratio, and what a typical shift might look like. These insights can give you a sense of what to expect on the job.

Inquire About Orientation and Support

Ask about the orientation process for travel nurses and what kind of support is available. This information can help you gauge how smoothly you’ll transition into your new role.

Post-Interview Follow-Up

After the interview, be sure to send a thank-you note to the interviewer. This is not only polite but also another opportunity to express your interest in the position.

Successfully navigating the interview process is a critical step in securing a rewarding travel nurse position in Ohio. Your preparation and performance during the interview can significantly influence the outcome, making it essential to put your best foot forward.

A standout candidate isn’t just someone who meets all the job requirements—it’s someone who exceeds them. By highlighting your skills, demonstrating your adaptability , and showing your passion for nursing, you can differentiate yourself from other candidates. Use specific examples from your previous experience to show that you not only have the required qualifications but that you also have a proven track record of success in similar roles.

The post Interview Tips for Travel Nurses in Ohio appeared first on Sarah Scoop .

Interviewing for a travel nurse position can be both an exciting and nerve-wracking experience. The interview process is a critical step in landing the assignment you want, allowing you to showcase your skills, experience, and passion for nursing.  The initial step of your journey involves researching and identifying potential travel nurse jobs in Ohio from …

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    Discussion - you will be given a topic or scenario (most likely relating to the business or the wider industry) and asked to express your views. Role play - the employer will provide your group with a scenario and you will be asked to play a specific role within that scenario. A common example of these tests is a mock meeting.

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