The employer’s view: is it necessary to give test tasks when applying for a job

Test tasks are often the subject of discussions. Some believe that an additional check of skills is necessary, while others do not see the point in it. Go Mobile explains why an employer needs test tasks.

The Go Mobile team figured out what the representatives of companies and the candidates for vacancies themselves think about the test tasks. It turned out to be a voluminous material, divided into two parts. In the first article, we will talk about the pros and cons of test tasks for the employer, and in the second we will share the point of view of applicants.

Advantages of test tasks

Determine the professional level of the applicant

A test assignment is a great tool for assessing skills. Without it, it can be difficult to understand how the applicant is suitable for the company. It is difficult to choose a candidate based only on a resume and portfolio because they do not always reflect the experience and skills of the applicant. Some people like to exaggerate their abilities, while others, on the contrary, cannot demonstrate their full potential.

Assess the willingness to understand the topic

The specifics of the digital sphere are not known to everyone. During the test run, а Junior specialist will have to google terms, learn more about the subject, and study various sources. If a candidate has completed tasks on an unfamiliar topic well, this is an indicator that he is learning quickly and is ready to try new things.

Help at the interview

The test can be the subject of analysis at the interview. Then the employer will be able not only to ask abstract questions but also to go through the tasks.

Filter offers

With the help of tests, it is easy to filter out unmotivated candidates. If a person has not completed the task or has done it carelessly, then the employer understands that such an employee is not suitable for him. Thus, there will be fewer candidates in the funnel.

Do not put in additional stress

A big advantage of the test is the ability to perform it at a convenient time. The candidate calmly distributes his forces and googles the necessary information.

However, some specialists are still given tasks that they have to solve in real-time. Usually, these are technical interviews, for example, with developers or media buyers. In this case, you need to make sure that the candidate has completed the task independently. In addition, the interview helps to follow the train of thought of a potential employee.

Reveal some of the candidate’s character traits

Test tasks allow you to understand how the applicant reacts to criticism and edits. Some candidates may take offense or prove that only their opinion is correct. It will be hard to work with such employees in the future.

Disadvantages of test tasks

Require resources for compilation and verification

A test task is a lot of work for the team. First, customers (department heads or team leaders) make it up based on which candidate they are looking for.

Then the recruiter sends a test to applicants, accepts answers, and conducts an initial check. Then he passes it to the hiring managers who are engaged in a full assessment of the candidate’s skills. This whole process is an additional burden that takes time and effort of employees.

They can be forged

Another disadvantage is that another person can write a test assignment for the candidate. This deprives the test of any meaning. During interviews, we always take the time to analyze the assignment and additional questions about it.

Tips for writing a test assignment

Evaluate hard skills

With the help of test tasks, check only the professional qualities and level of the candidate. You can evaluate soft skills at an interview.

Offer real tasks

Test tasks should consist of specific questions that a person will have to solve in a future position. Try to bring the applicant as close as possible to his potential responsibilities.

Check everyone without exception

Everyone should solve the test task, regardless of their position, expertise, or close ties. It often happens that colleagues can advise their friends. However, before you take a recommended employee, you should make sure of his professional qualities.

We conducted a small survey among Go Mobile employees and found out that 80% of respondents believe that everyone should do a test when applying for a job. At the same time, 12% believe that it should be performed only by juniors and middles, 6% believe that only juniors and 2% believe that no one needs to do a test.

Do not make voluminous tasks

The execution of the test should not take much time — on average about two hours. And remember that the larger the volume of the test, the longer you will check it. Also, the waiting time for the test will increase, and the completed tasks will be less.

The survey of the company’s employees also showed their attitude toward the volumetric tests. Thus, 39% of respondents refused to do a test task when there were a lot of tasks and 27% — when the test task was too difficult.

Decide on the evaluation criteria

Test tasks should have certain verification mechanics. With this approach, the recruitment team will be able to conduct the initial check.

Decide whether the test tasks will be paid

Companies have different approaches: someone pays for the performance of voluminous tasks, and someone asks to solve a simple task for free. We believe that it is normal to give small free tests. This makes it more likely to find a purposeful employee who sincerely wants to work in the company.

In tasks, we always ask to think about hypothetical situations. Completed tasks are used only to test the competencies of the applicant, and not to close work projects.

Based on our survey, 60% of respondents believe that the test should not be paid for, 10% believe that it should, and the remaining 30% believe that it depends on the situation, complexity, or volume of tasks.

Give feedback

Writing a comment is a matter of a few minutes, which brings great benefits. It is important for the applicant to know why he is not suitable for the company. Thanks to the feedback, the candidate will be able to analyze the work and take into account errors. In addition, feedback helps the company maintain its image.

The results of the survey among Go Ahead employees showed that feedback on the completed test task was important to all respondents without exception. At the same time:

40% of respondents were given feedback on the test several times;

36% — never given;

18% — always given;

6% — given once.

It is also noteworthy that 44% of respondents do free tests if they promise to give feedback after completion. This means that the feedback guarantee additionally motivates candidates to do test tasks.

Conclusion

Modern companies cannot do without a test task. It helps to make sure that the employer and the applicant are suitable for each other. For this stage to be effective, competently compose test tasks — so you can immerse candidates in the working atmosphere and check all their skills.