What Do You Think about the Test Tasks?
What do you think about the test tasks?
It seems to us that test tasks are needed in the selection, but it is important to take into account the context of the position. There are vacancies for which a test is necessary, and this is even the main stage of selection.
For example, when we are looking for a support manager with knowledge of a certain foreign language, it is important to check his written language skills.
But sometimes a test assignment can have a negative impact on hiring, and we may lose a candidate. For example, when it is obvious that it increases the number of stages and at the same time does not reflect the real skills of the applicant.
But sometimes a test assignment can have a negative impact on hiring, and we may lose a candidate. For example, when it is obvious that it increases the number of stages and at the same time does not reflect the real skills of the applicant.
How to understand that the test will be harmful?
- If you have information that competitive companies do not offer a test task for this position (we compare ourselves with the market);
- If technical skills can be tested at the stage of a technical interview (then the test will double the selection process);
- When a candidate already has several offers, and you really like him, but you decide to make him an additional stage;
- When the candidate has already performed a similar test in your company, for a similar position;
- When the test task was not initially envisaged and the candidate was not informed that there would be such a stage.
But the test is different from the test. If you still decide to use this stage, you need to conduct it with a focus on the candidate. It is important to remember that he will perform unpaid (most often) work in his free time, despite the fact that the result of this work is unpredictable.
Here are the important nuances for the correct conduct of this stage:
- The scope of the test task should be adequate, it should not be performed 24 hours or take up the candidate's working time (and we often communicate with candidates who are still working). The recommended execution time is 1-3 hours, no more. If you can test your skills for a smaller amount, it's better!
- It is necessary to give candidates the opportunity to independently determine the deadlines for completing the task. So you will test their planning skills and win them over. The test takes time, and the candidate should be able to complete it at a convenient moment for himself. Of course, everything is within reason: if you are not ready to wait a week, then inform him about it and try to negotiate.
- Detailed feedback. Nobody likes useless work. If the candidate did not fit, he wants to know exactly what he did wrong in order to work out the mistakes for the future. And in general, it is important for the candidate to understand that his test has been reviewed and evaluated. Don't forget to come back with quality feedback.
- If there are questions for the test, and you are not sure that you catch the logic of the candidate, but it is done well, then a good option is to hold a small meeting to directly clarify the questions of interest.
Remember, with the use of a test comes a lot of responsibility!
