Using Work Samples in Recruitment

When you recruit for a position, how do you do it? CV and cover letter? Application form? Interview?

These approaches are familiar, but they don’t always show you whether someone can actually do the job. And now, with the rise in AI-generated job applications, candidates are starting to look more and more alike, so it can be hard to work out who’s genuinely the right fit for your role.

That’s one reason why many organisations are moving towards skills-based hiring – focusing on the essential skills needed for a role and assessing candidates on what they can actually do. One of the most effective (and often overlooked) ways to do this is through work samples.

Work samples are short tasks that simulate real parts of the job. They allow candidates to show their skills and abilities in the context of typical work tasks. It makes sense when you think about it. Rather than asking for things that are peripheral to the job, like writing a CV or application form, if a part of the work can be recreated, then why not assess how that person does that work and judge them on that? If you wanted to hire a guitarist, wouldn’t you want to hear them play the guitar?

Research into work samples

In 1998 Frank L. Schmidt and John E. Hunter published The Validity and Utility of Selection Methods in Personnel Psychology, which analysed how well different assessment tests predict future job performance.

They found that general mental ability tests (tests of intelligence or general cognitive ability) are highly predictive of future job performance when combined with a test of integrity (integrity tests are used to hire employees with reduced probability of ‘counterproductive job behaviours’, such as drinking on the job or stealing from their employer) or with a structured interview. But they also highlighted something often overlooked: work samples.

Their later work downgraded their findings on work samples a bit, in part because it can be harder to sample work in a service job rather than a manual skill, but work samples are still good at predicting job performance.

Schmidt and Hunter found work samples are best for experienced hires. But they can be useful for less experienced candidates if used in the right way, such as asking someone to set out what they would do in a certain situation.

Why using work samples matters

When hiring, stick to what matters – whether a candidate can do the job. The more you rely on irrelevant details like which school someone went to, their hobbies, or whether they have a degree, the more you risk introducing bias into the process.

Sometimes a degree is relevant, but often it isn’t. Lots of jobs say being educated to degree level is a necessary requirement, but does having a drama degree mean someone is a better fundraiser than someone who didn’t go to university? Maybe, but maybe not. What is more likely to give a better idea of whether someone could be a good fundraiser is to ask them what they’d do if they were a fundraiser.

Traditional application methods like CVs and cover letters or application forms can include lots of opportunities for bias. Even someone’s name can impact their chances of progressing to the next stage of the process or getting the job.

Introducing work sample tasks into the process can help reduce reliance on potentially irrelevant information, and provide a more accurate and objective picture of who’s best suited for a role by showing you directly how a candidate might perform.

When to use work samples

The examples below will give you an idea of the kind of tasks you could use. In practice, it’s important to provide candidates with full details, clear instructions and any background information they need to complete the tasks.

Early stage tasks: keep these very short – such as one or two screening questions when candidates apply for a job. These can be an effective way to help shortlist, while keeping the barrier to entry low.

Examples:

• Write a short email to thank a supporter for their donation and explain how it will make a difference.
• Write two questions you would include in a short survey to measure programme impact.
• Suggest one quick, low-cost idea for engaging volunteers during Volunteers’ Week.

Later stage tasks: use longer or more detailed tasks for interviews or final-stage assessments when you have a smaller pool of candidates.

Examples:

• Review our website homepage and one other page of your choice. Suggest three improvements for user experience and explain your rationale.
• Propose three to five survey questions you’d use to measure the impact of a new youth programme, explaining why you chose them.
• Draft a one-page outline for a small fundraising event, including proposed budget and marketing approach.

Tips for fair use

Work samples are powerful, but they need to be designed and used thoughtfully to be fair and effective. Here are some principles to keep in mind:

• Reflect the job: Use tasks that mirror real work scenarios and focus on the skills that are most important to the role.
• Be mindful of candidates’ time: Avoid requiring lengthy unpaid tasks. If you truly need something substantial, consider offering reimbursement.
• Be consistent: Give all candidates the same task and use the same marking criteria.
• Give clear guidance: Explain what’s expected, how long the task should take to do and how it will be assessed.
• Score fairly: Create a simple scoring framework to define what strong, average and weak tasks look like.
• Provide feedback: Offer constructive feedback to all candidates who’ve taken the time to complete a task.
• Be inclusive: Consider the needs of neurodivergent candidates – provide clear instructions, examples and adjustments where helpful.

By focusing on what really matters – how someone will perform in the role – you not only make better hiring decisions but you also help create a process that feels fairer and more inclusive for candidates.

Ready to try out work samples in your recruitment? Get free access to our screening questions tool when you post a job using CharityJob Apply!