Ask an HR Expert
Q: I’ve heard that asking candidates for work samples can make hiring more equitable and effective. What’s the best way to do it?
A: When done thoughtfully, work samples can be one of the most insightful parts of the interview process. But there’s a fine line between evaluating skills and asking for free work.
Here’s how to make sure you’re getting it right:
🎯 Keep it relevant and realistic.
Ask candidates to complete a task that directly reflects the kind of work they’d be doing on the job. Hiring a marketing manager? Ask for a short content outline. Need an analyst? Have them walk through a sample dataset. Avoid made-up hypotheticals or vague “creative challenges” — the closer it mirrors real work, the more useful (and real) it is.
⏱️ Respect their time.
A good benchmark: if the task takes more than 1-2 hours to complete, you should either compensate the candidate or ask for existing work samples. Nobody should have to spend their weekend doing unpaid “assignments” to prove they’re a fit.
📣 Be clear and upfront.
Let candidates know early in the process if a work sample is part of the evaluation. Be transparent about how it will be used — and make sure it won’t be repurposed for actual business needs unless you’ve received permission and offered payment.
⚖️ Apply it consistently.
If you’re using a work sample as part of your process, offer it to everyone at the same stage. That helps reduce bias and ensures fairness across candidates. And whenever possible, give them a chance to talk through their approach — it often reveals just as much as the finished object.
The takeaway: Work samples can create a more equitable, skills-based hiring process — but only if handled thoughtfully. When candidates know what to expect, feel respected, and can show their strengths in context, everyone wins.
And remember: you’re assessing how they work, but they’re assessing how you hire.
