Lately, there has been much discussion about what practical assignments in the recruitment process should look like. Especially in creative and marketing fields, candidates may fear that their ideas or solutions will later be used by the company for its own benefit.
It’s important that the employer makes it clear that the purpose of the assignment is to assess the candidate’s skills and mindset, not to collect free strategies or campaigns. It’s also worth remembering that several people may come up with similar ideas – solutions often repeat themselves because logical and comparable approaches tend to emerge for common problems. This makes it even more important to explain the context and purpose of the task to candidates, in order to avoid misunderstandings and maintain an atmosphere of trust throughout the hiring process.
Mutual Value
A reasonable homework task is one that benefits both sides. For the candidate, it’s an opportunity to demonstrate skills, ideas, and creativity, as well as to evaluate whether the company aligns with their values and expectations. For the employer, a trial task provides a clear picture of the candidate’s abilities, work style, and whether they would fit into the team.
It is crucial that the candidate understands the purpose of the assignment – why it is being requested and what will be evaluated. When both job seeker and employer are aligned on this, the process becomes transparent and motivating for both sides.
The Assignment Should Not Become Free Work
Problems arise when a homework task requires the candidate to complete something that provides direct benefit to the company. The goal of the task must remain assessment, not profit-making. That’s why it is so important to strike a balance when designing it.
A practical assignment should reveal how the candidate thinks and solves problems. It’s perfectly acceptable to use tasks based on real-life scenarios, as these provide the clearest insight into whether the candidate’s mindset and approach align with the company. Employers might gain some useful hints or ideas, but in most cases, the candidate’s solution cannot be directly applied – without in-depth company knowledge, it is impossible to create a fully functional outcome.
If the employer does feel that the candidate’s idea is worth using, fairness and transparency demand that this be communicated to the candidate. This prevents misunderstandings and eases concerns candidates may have during the process.
It’s important to remember that applying for jobs can be emotionally taxing for candidates, as they invest a lot of energy and hope into the process. While employers cannot control a candidate’s emotional state, they can ensure that the process is friendly, empathetic, and clear. This leaves candidates with a positive experience even if they are not ultimately hired.
A Carefully Designed Task
Homework assignments should be thoughtfully considered from both the job seeker’s and the employer’s perspective. If the task is too complex or time-consuming, strong candidates may drop out. On the other hand, if it’s too simple, it won’t provide enough insight into skills and creativity. Ideally, solving the assignment should take about one hour. This allows the candidate to showcase their abilities without the task becoming overwhelming or stressful.
On-Site Completion
If possible, it can be useful to have the assignment completed on-site. This allows the employer to observe how the candidate works in real time and ensures that the work is truly their own. A time limit also helps assess speed and stress tolerance, which can be just as important as skills themselves. If the candidate doesn’t finish the task, this isn’t always a negative – observing the process and problem-solving approach can be just as valuable.
Explaining the Context
When the assignment relates directly to the company, it’s important to explain the background and purpose to the candidate. Employers should clarify why the task is being given and why the solution cannot be used directly in real work. Transparency helps avoid misunderstandings and shows that the company values the candidate’s time and effort.
Motivation and Feedback
Before assigning the task, it can be useful to tell candidates how many people are in the round. This increases motivation and strengthens confidence, as candidates better understand the context in which their performance is being evaluated.
Providing feedback is essential. The more time and effort a candidate has invested, the more important it is to let them know how they did. Constructive feedback shows that the company values their effort and helps candidates develop their skills further.
Conclusion
When designed properly, a practical assignment provides valuable insight for both the candidate and the employer. For candidates, it’s an opportunity to demonstrate their skills and evaluate the company. For employers, it offers a clear picture of whether the candidate is the right fit for the team. A well-thought-out and fair process leaves job seekers with a positive experience and preserves the company’s good reputation.
If you need support in designing practical tasks or managing the entire recruitment process, TeamCreator can guide you from start to finish. We’ll help you find the right candidate and ensure that the process is efficient, fair, and mutually beneficial. Contact us at: info@teamcreator.ee
