Skills Tests and Work Samples: A Recruiter’s Guide

A good skills test is short, directly related to the work the candidate would do, given to everyone at the same stage, and scored against criteria agreed in advance. Advise clients to keep take-home work to a few hours at most, never ask for real work they'll use, and save the test for candidates who have already met the hiring manager. Then prep candidates on the format, the time limit and how the work will be judged.

When does a skills test make sense?

When the role depends on a skill that's hard to judge from conversation: writing, financial modeling, coding, design, data analysis or a technical trade. A test can also help a client compare finalists who interview equally well. It makes less sense for senior leadership roles, where a track record and references say more, and as a first step for passive candidates, who may simply decline. If the client also uses personality assessments, agree on how the two will be weighed.

How do you help a client design a fair test?

• Test the real job. A task that looks like the first month of work, not a puzzle or a trivia quiz.
• Keep it short. An hour or two in the room, or a few hours at home. Longer assignments lose good candidates.
• Agree on what good looks like. Write down the criteria before anyone takes the test, so results are compared fairly.
• Give everyone the same test at the same stage. Consistency protects the client and makes the comparison meaningful.
• Offer accommodations. Candidates with disabilities may need extra time or a different format.
• Talk it through afterward. Walking through the work in the next interview shows how the candidate thinks, which often matters more than the result.

What about tests that look like unpaid work?

Candidates are rightly wary of tests that look like free consulting. Steer clients away from asking for work on a real, current project or anything they could use without hiring the candidate. Use a past or invented scenario instead. If the client wants a substantial assignment, suggest paying the candidate for their time. Rules vary, so the client should check with employment counsel if they're unsure.

How do you prep a candidate for a skills test?

1. Explain the format. What they'll be asked to do, the time limit, the tools allowed and whether it's live or take-home.
2. Share how it's judged. If the client cares more about the approach than the answer, say so.
3. Encourage them to show their thinking. Short notes on assumptions and trade-offs help the reviewer.
4. Check the timing. Make sure the deadline works around their current job.
5. Debrief afterward. Ask how it went, and pass any concerns to the client before the results come back.

Can candidates use AI on a skills test?

Ask the client before the test and tell the candidate clearly. Many roles now involve AI tools, so some clients want to see how candidates use them, while others want the work done without them. Either policy is fine as long as it's stated up front and applied to everyone.