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Work assignments during interview process: here’s how to handle this request.

When you prepare for a job interview, you likely will  read up on the company , your interviewers and any other subject that will help. But you should also be prepared for your prospective employer to ask you to complete work assignments during interview process.

You may ask, what would I do if an employer asked me to produce free work as part of hiring process? Make sure you can answer that question because it could come up during your job interview. Employers are increasingly asking job candidates to complete work that demonstrates their skills and problem solving.

Some employers believe the assignments help weed out candidates who are not truly interested in the job. They believe if candidates accept the assignment, they will work hard to prove their worthiness as an employee. They also may believe if candidates question the assignment, they may not be as interested in the position.

Table of Contents

How work assignments during interview process help employers

Employers that use this tactic say it helps them see how candidates would approach the role that they are interviewing for, so it is helpful. The  average corporate job opening  receives more than 200 applicants, resulting in four to six candidate interviews. The interview assignment also helps candidates who may not interview well to shine by showing off their skills in the exercise.

An employer also may use the assignment to learn more about the candidate’s work process. Will they complete the assignment before deadline? Will they produce work that goes beyond the minimum needed to complete the assignment?

In some cases, it could be a brief, timed exercise that the employer gives to each candidate. These assignments are not likely to produce work the employer can use. It is more of a boilerplate problem for candidates to solve or a simple writing exercise to complete.

Read More: How To Ace Your Next Corporate Development Interview: Questions and Answers

How work assignments during interview process help job applicants

The interview assignment can help job applicants during the interview process. It is a great way to prove that you are the best candidate for the job. If you do a really good job on the assignment, the employer may be willing to offer more money for salary.

The assignment also gives you insight into the prospective employer’s expectations. It can be difficult at times with some jobs to understand exactly what the daily responsibilities and duties are. Such assignments can help shed light on that for you, and may help you decide whether to take the job.

If you complete the assignment and enjoyed the work, this could be a great sign. If you find the work tedious and not what you expected, it can help identify problems in the job.

What type of interview assignments can you expect?

Most companies are likely not looking for free work from candidates. But they must be sensitive to concerns that candidates will have that their time is not valued. The truth is, some companies receive free work from these arrangements and benefit from it.

There are examples of employers asking candidates to complete more involved exercises, then using the candidates’ work product. For example, a copywriter interviewing for a marketing job may draft content that the marketing team can later use without compensating the candidate. An applicant for a project manager job might develop a workflow plan and budget for a pending project that can be used.

Some employers are sending candidates home with work assignments during interview process that are quite involved. You should be aware that these requests are out there and develop a plan to respond to it.

It is reasonable for employers to ask candidates to demonstrate their skills, perhaps with an assignment that might take an hour. It is not reasonable to ask candidates to tackle assignments that take longer, maybe even days, without compensation. Here are some tips for handling requests to complete work assignments during interview process.

What is a reasonable and unreasonable assignment request?

First, it must be emphasized that employers asking candidates to complete simple, quick assignments is not unusual or unreasonable. In these cases, the person conducting the job interview can explain that this assignment is given to each candidate. It is a repeated task that is not used by the company to complete work without compensation.

It is important for candidates to know what the assignment is used for and how it fits into the interview process. This can be a useful tool to narrow down a finalist list for a position and to pressure test candidate claims about skills.

However, the problem occurs when a candidate receives an overly long and involved assignment request. If the candidate is given multiple days to complete the assignment, that is an indication that it may be too complicated. If a complicated assignment is given with unrealistic deadlines, that also is a red flag to consider.

But how can a candidate competing with others for a good job handle such involved assignments? The biggest fear is if you refuse, the employer will simply move on to candidates who will do the job. Here are several tips to consider when thinking about how to respond to interview assignment.

Suggest a simpler exercise

If you are presented with an assignment that appears complicated and involved, you could consider proposing an alternative. You can tell the employer that you have other work commitments that make it difficult now to complete the assignment. But tell them you are willing to complete an alternative that is less involved.

You can explain that your current job keeps you very busy and you have many commitments now. But offer to complete an exercise that takes about an hour or so to complete. This allows you to protect your valuable time, while also offering them insight into your process.

Offer samples of work similar to assignment

It is not unusual for you to explain that you have limited time outside of work. If you are asked to complete work assignments during interview process, tell the employer you do not typically do spec work. You can offer to share work you have done that is similar to the assignment.

If you have a portfolio of your work, tell them this will offer them the insight they seek into how you complete work assignments. You can even offer to arrange an interview with past supervisors who can discuss the quality of your work.

Find out more about the assignment

If the request you receive in the job interview to complete an assignment appears excessive, ask why it is requested. You can ask what they intend to do with the work you produce from the assignment. Ask them how many candidates will complete the task and are they all the same tasks.

If the assignment is particularly lengthy, you can ask if candidates have declined in the past to complete it. You can also ask if they have considered paying applicants as freelancers to complete the assignment. Also, ask how long to hear back after interview assignment if you elect to complete it.

Ask the Prospective Employer for Payment

Remember, the job interview is a vehicle for you to determine if the employer is right for you. It is a chance to speak candidly and professionally with your prospective employer. You can explain that you are willing to complete the assignment if they will compensate you for it.

As the rap singer Kanye West said, “Know your worth. People always act like they’re doing more for you than you’re doing for them.” You are showing the prospective employer that you know your worth by asking for compensation.

This idea only works when the assignment is particularly extensive and potentially can be used by the employer. Discuss options with the employer about payment, including whether a paid trial assignment will work. You could also offer to forgo payment if the employer decides to hire you.

How the company responds to your request will tell you a lot about it. If a company expects free work before they hire you, it likely will  expect free work  as part of your job.

How to decline an interview assignment and stay in the running

The best way to decline an interview assignment is to be honest. If you believe the assignment is too complicated and will take too long, tell them. If you are worried that the assignment poses a conflict in your other job, tell them.

Your job interviewer may offer some flexibility if you are honest with them. They may also determine that the assignment is not necessary if you are the top candidate contending. It is possible that the interviewer will also agree to an alternative assignment.

Employers asking candidates to complete assignments must recognize that applicants have limited time. It is not reasonable to expect them to complete a task that will eat up hours of their time. And if candidates produce excellent work, offer to pay them.

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Jenny Palmer

Founder of Eggcellentwork.com. With over 20 years of experience in HR and various roles in corporate world, Jenny shares tips and advice to help professionals advance in their careers. Her blog is a go-to resource for anyone looking to improve their skills, land their dream job, or make a career change.

Further Reading...

Do You Need to Sign an NDA Before an Interview? Here’s What to Know

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Land your dream job, how much time should you spend on sample assignments.

Lakshmi Hutchinson

Employers are increasingly using sample work assignments to narrow down their list of candidates during the hiring process. It could be as simple as a test that’s part of the online application, or you could be asked to spend several hours analyzing data after an initial phone screening. 

Some job seekers may find that they’re asked to do a take-home assignment before they have even had an interview. So, is it really worth it to complete unpaid (and sometimes lengthy) sample work during the application process? Read on to see the potential benefits as well as what to be mindful of when considering doing sample assignments.

Potential benefits to job seekers

There are certain benefits to this type of work audition. Just as a stellar writing sample can showcase your talents, acing the the assignment could help you to stand out among the applicants.

Aside from giving you the chance to show off your relevant skills, sample work can also provide a window into the position, offering you an opportunity to see what types of projects you can expect in the role. If you find the assignment tedious or simply not what you had hoped for, then you may want to reconsider whether the job is a good fit . On the other hand, if you have fun doing the assignment, then it's probably a good sign!

What you should be wary of

There may be times when what you’re being asked to provide just doesn’t sit right. It’s useful to remember that you’re essentially working for free. Consider whether the amount of time you’re expected to devote to the sample work corresponds with where you are in the hiring process. If you have yet to speak with a recruiter or phone screener, it’s unlikely that your work is going to be carefully considered when there are many other applicants still in the running.

And if you’re asked to provide unique content, such as graphic design or a sample grant application, you should be aware that the organization could potentially use this work without giving you credit .

Pro Tip: Is the organization often reposting the same position? It may be a sign that the hiring managers aren’t seriously considering filling the role. 

Weighing the pros and cons

Ultimately, you need to consider whether you feel the process is worth the effort, whether it is a reasonable request, and how badly you want the job. Before spending a significant amount of time on a work sample, consider whether the job is really a good fit for you—you don’t want to be bogged down doing free work for organizations that you’re not really interested in. And if you’re at all concerned about where your work products are going to end up, it is completely within your rights to ask what the work will be used for.

If you are keen on the position but opposed to completing any sample work, you could say something like, “Due to time commitments, I’m unable to work on any unpaid projects, but I would be happy to provide you with an alternate example of my work.” While you run the risk of the prospective employer cutting you out of the running, you're offering a good option by which to evaluate you if they’re truly interested.

But if you’ve already interviewed and have a good idea of where you are in the process, a lengthier sample assignment may seem more reasonable (sometimes, an organization will even offer a small hourly reimbursement). You might consider asking how much time you’re expected to spend on the project, and make a decision from there. 

Looking for more guidance on the interview process? Be sure to check out 4 of the Toughest Interview Questions, and How to Respond and other articles on the job search .

Lakshmi Hutchinson is a freelance writer with experience in the nonprofit, education, and HR fields. She is particularly interested in issues of educational and workplace equity, and in empowering women to reach their professional goals. She lives in Glendale, California with her husband, twin girls, and tuxedo cat.

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You’ve made it past the interview phase and you’re feeling good about your chances of landing the role! Before you can make it any further in the process, however, the hiring manager wants you to complete an interview assignment. This may come as a big surprise, and you may be wondering why taking this extra step is even necessary.

Job interviews help the employer get to know you and assess whether you would be a good fit, but an interview assignment can give them a more tangible idea of your skills, how you think, and your work ethic. They can vary from a writing assignment, a technical assessment, or a presentation, and typically come toward the end of the hiring process when the employer is closer to making a decision.

Whether you decide to move forward on an interview assignment is entirely up to you and how good you feel about the employer and their hiring process. If this is something you are considering, here are five ways to handle interview assignments.

Understand expectations

Make sure you clearly understand the employer’s expectations for the interview assignment. Before you get started, you should be able to answer these questions:

• What is the deadline to complete the interview assignment?
• How much time should you spend working on the assignment?
• What exactly should you be including in the final piece? A high-level overview or specific details or ideas?
• How will this be evaluated?

Ensure you have enough time to complete the task

Make sure you are able to complete the assignment (and do a good job) within the deadline you are given. At the same time, it’s important to consider how much time the assignment will actually take. If it’s simply too much work or you have been given an unreasonable deadline, you’re within your rights to reconsider. If the employer is not being respectful of your time, you may want to ask yourself if the opportunity would ultimately be the right one for you.

Ask for more information

If you feel like your interview assignment would be improved with more context about the company or specific departmental processes and goals, don’t be afraid to ask for more information or data. This can help demonstrate your interest in the role, as well as help you work on a more custom project, proposal, or presentation. If this additional information is not available, don’t stress about it! Do your best to work with the information you were given or have found through your research. The hiring manager will understand.

Don’t go overboard

While interview assignments can be a great way to prove yourself, avoid going overboard. If you feel like you are starting to go above and beyond, it’s important to take a pause. Remember, you are not an employee just yet. It is not your job to do actual work for the company. While you want to demonstrate that you are a strategic thinker and that you have good ideas that can be valuable to the organization, you need to walk a fine line. It should raise some red flags if the employer has unrealistic expectations about what you can and should accomplish.

Review your work

Make sure you take the time to review your work before you submit, and if applicable, practice your presentation or proposal. During this stage in the process, it may also be helpful to enlist the help of a friend. They may be able to catch any issues in the written assignment, and give you tips for perfecting your body language and presentation skills—helping you boost your confidence for the big day.

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Why Take-Home Assignments are the Biggest Mistake for Hiring Managers

There’s no “right” way to hire.

Some companies are comfortable having a 30-minute conversation and pulling the trigger, while others might want a couple of steps and additional interviewers involved in the process to ensure they’re getting multiple opinions on who to hire. 

And while some employers make it a point to stay on top of the latest industry trends like the ones found in our 2023 Salary Guide , others fall short and — time and time again — make the same mistakes.

Why the take-home assignment interview is a big mistake

Different interview processes work for different companies. But there is one interview mistake I’ve seen across various industries — for both contract and full-time hires — that creates a major bottleneck in the interview process, and that is the take-home assignment .

Take-home assignments can be called something different depending on what the role is.

• For a marketing position, it might be a case study .
• For a software development position, it might be a coding test .
• For a client-facing role, it might be a presentation .

Regardless of the name, the outcome is often the same: candidates you were excited about drop out of the interview process, and you find yourself back at square one again and again. 

From my experience in staffing, I strongly advise my clients against incorporating a take-home assignment into their interview process. 

Why You Shouldn’t Assign a Take-Home Assignment

No one likes to do take-home assignments for free..

When asking candidates to do an assignment during the interview process, it’s often the work that they will be doing once they get hired, so it’s essentially asking them to work for free.

For candidates, time is money, and it’s time that can be spent working for their clients who are paying them. 

This interview mistake doesn’t respect people’s personal time.

Imagine you’re working 9-5 and looking for a new job. You also have two kids who need to be picked up from school, fed, bathed, and put to bed every night.

You are so overloaded in your job that you sometimes have to work after hours. When would you have the time to also fit in doing an assignment that can take anywhere from 2-10 hours?

Candidates often cannot prioritize doing additional work because it will take time away from something else they need to get done. The longer it will take a candidate to find the time to complete the take-home assignment, the more likely their interest in the job opportunity will wane. 

Other companies aren’t making this interview mistake.

As much as you want to vet candidates for the right skill level, it’s important to be competitive with how other companies are hiring, so you don’t lose out on top talent.

Creatives often get hired based on their portfolios—without an interview. Developers get hired off of a single Zoom interview.

Higher-level roles get hired after multiple rounds of interviews, which function as conversations with various stakeholders at a company, without being asked to do homework for an interview other than preparing.

If you ask a candidate to do an assignment before engaging them in the next step of an interview process, they might say they are happy to do it, but the truth is they will usually wait to start it until completing any other interviews they have lined up in hopes of getting a decision from another employer sooner.

This interview mistake fails to filter out people who aren’t serious about the role.

Many companies think these assignments will show how much a candidate wants to work at their company.

I strongly caution against this logic. The post-COVID job market is more competitive than ever, as companies with once-traditional mindsets around employees working onsite have adapted to now offer fully remote roles.

This means that candidates now have access to nationwide job opportunities and are getting job offers faster than ever before.

If seeing how serious someone is about a role at your specific company is important to you, gauging how much they researched the company before the interview is a great way to find that out.

Hiring Managers Should Avoid the Take-Home Assignment

Making the common interview mistake of requiring a take-home assignment most often results in the assignment not getting completed and the candidate pursuing a different employment opportunity that doesn’t require an additional assignment. 

It’s understandable that a hiring manager would want to test a person’s skill before offering them a job. The good news is that there are ways to do this that don’t involve asking a candidate to do extra work.

Ways to Avoid Making this Interview Mistake

Ask to see sample work from potential candidates..

Copywriters and designers have portfolios, developers have GitHubs, and high-level individuals can often pull sample proposals and plans they’ve put together in the past to exhibit their work.

If you have questions about how much they did themselves, what went into the decisions they made, or other related questions, the interview is the perfect place to dive in and find out. 

Ask your job candidate to do a test in real-time on the interview.

Some hiring managers prefer not to do this because candidates might feel “put on the spot” and not perform their best.

However, I can’t think of a single employer I have worked with who didn’t care equally about the candidate getting to the right answer, as they did about how they got to the right answer and what that showed about their thought process.

Doing a test or exercise together, and being able to speak with the candidate during it, is a great way to understand their logic.

Ask your job candidate scenario-based questions.

If you have a concern about how a candidate would handle a situation—whether it’s technical, about communication, or how they work with a team—ask specific, pointed questions to find out your answers. 

Requesting references is a great way to avoid this interview mistake.

It is completely acceptable to extend an offer pending reference checks so you’re able to get background information from someone who worked with this person before and can vouch for the candidate’s expertise.

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The Final Word On Take-Home Assignments for Hiring Managers

Hiring is a gamble. It’s normal to have a degree of trepidation about extending an offer to someone without a guarantee that they’ll be able to perform at the level you expect. But the best way to see if someone can do the job is to trust your gut and give them the chance to prove you right. 

Mondo Matches Great Talent With Great Companies

With an expansive, connected network of the top IT, Tech, Creative, and Digital Marketing professionals and a proprietary process,  Mondo  can match you with the hard-to-find, specialized talent you need.

• Contact Mondo today for all your hiring needs
• Download our 2023 Salary Guide  for detailed salary breakdowns for roles & jobs across the technology, creative & digital marketing industries

2024 Salary Guide: Tech, Creative & Digital Marketing

By Sarah Magazzo

Digital Marketing Manager for Mondo National Staffing Agency

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How to conduct an interview: 8 tips to find the perfect candidate

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8 interview tips for interviewers

Interview do’s and don'ts, bring exceptional candidates on board.

At work, you wear many hats. One of the most important ones might be that of a job interviewer. 

While interviewing job candidates may not be a role you practice regularly, learning how to conduct an interview effectively has an enormous impact on your day-to-day work. After all, the new team members you decide to bring on board can improve productivity or place extra stress on the organization. 

Learning how to interview someone encompasses far more than creating a list of standard queries. It’s a balancing act that requires you to pay attention to non-verbal cues, listen carefully to a candidate’s answers, and ask insightful open-ended questions to judge a person’s experience and know-how effectively. 

And it doesn’t stop there. As an interviewer, you’re representing the company culture . An effective interview leaves room for back-and-forth, allowing sought-after candidates to feel comfortable asking you questions and envisioning themselves in the job role. 

If all this sounds so overwhelming that you’re not even sure how to start an interview, that’s okay. Like any other new skill, intentional preparation and practice will help you perfect your interviewing techniques and hire the right candidates from the jump. 

Learning how to be a good interviewer starts by building a basic flow. Here are eight interviewer tips to structure the interview so you and the interviewee get the most out of the meeting. 

1. Prepare ahead of time

You don’t have unlimited time to get to know your interviewee. Specific questions that dissect a candidate’s experience, soft skills , and personality will help you make a more informed hiring decision. This requires proper preparation. Luckily, there’s no shortage of information you can study beforehand, including a candidate’s: 

• Cover letter
• Letter of intent or letter of interest
• Professional social media, such as a LinkedIn profile
• Online portfolio website

Every document serves a unique purpose. While a candidate’s resume identifies achievements, skills, and work experience, a cover letter or letter of interest demonstrates personality and career objectives .

Be as thorough as possible coming through the application packages before landing on your slate of questions for the role. The more information you can analyze beforehand, the better chance you have of asking creative interview questions that pinpoint the candidate's most valuable assets. 

Sometimes, you interview so many candidates during the first round that you may not have enough time to ask them the most detailed questions about their experience. In that case, a candidate’s resume should provide you with the most important information.

Evaluate it side-by-side with the job description, paying attention to aligned skills and valuable work experiences, which will help you formulate targeted interview questions. 

2. Introduce yourself 

Figuring out how to start an interview as an interviewer requires you to flip the script and focus on yourself. After all, conducting an interview is as much about the candidate getting to know your organization and leadership as it is about you evaluating a potential team member.

Winging your own introduction may poorly reflect the company culture , your background, or your leadership style . 

Your introduction should be polished, professional, and provide insight into what it would be like working with you and the organization. 

Start with a simple intro, like “Hello, I’m [your name], the [position] at [company name], and I’ll be overseeing the role you’ve applied for.” From there, consider briefly mentioning the following details: 

• Your role and responsibilities  
• How long you’ve been with the company 
• Why you enjoy your role and the company
• Relevant professional interests
• What the candidate can expect from the interview, including topics or format

3. Set the tone with an icebreaker

You’re probably not the only one feeling a little nervous. Candidates have a lot on the line, and many people feel anxious about making a good first impression. An interviewee’s stressed body language or inconsistent eye contact might set off a cognitive bias , waving red flags about their interpersonal skills or communication style .

However, a study from the International Journal of Selection and Assessment shows that interview anxiety doesn’t predict a candidate’s job performance . 

To lighten the mood and make everyone feel comfortable, try to start the conversation with a question that isn’t related to the hiring process. Something as simple as “How is your day going?” can ease both you and the candidate into the conversation. Here are some other questions to consider: 

• How has your week been so far? 
• Have you read any interesting books lately? 
• Where are you located?  

After some brief chit-chat, you can transition to the topic at hand. “ Tell us about yourself ” is a common way to start an interview. Here are some alternative questions that similarly target a candidate’s personality and work history: 

• I see you’ve always worked in [industry]. What drew you to the field? 
• Can you share a little about your career path and what led you here today? 
• What aspects of your work do you find most rewarding?

4. Provide more details about the job

After introductions, give a fuller picture of the open role. Although the job description provides a basic outline, this is your chance to add context. Take this time to elaborate on key responsibilities, team dynamics, and how the role fits into the company’s larger purpose and objectives . 

The job responsibilities and company expectations shouldn’t be a mystery. Being transparent about what a typical day looks like and the challenges a job candidate will face are important cues for the person across from you. It helps to ask candidates what they already know about the company or position so you know what information to share. Knowing exactly what you’re looking for will guide their responses about skills and experiences that can help them perform the job effectively, which allows you to assess how they’ll react to potential challenges. Likewise, transparency helps the candidate make a more informed decision about whether the fit is mutual. A win-win for everyone. 

5. Sell the job

According to a 2022 Gallup study, a convincing job offer goes far beyond an attractive pay package (although a competitive salary and benefits are important). Prior generations tended to view work as a financial transaction. But today’s employees want fulfilling roles and top-notch work environments. 

Here are details you can provide to reflect the company’s employee value proposition : 

• Initiatives or policies that support employee well-being and work-life balance
• Company policies about hybrid work or remote work opportunities 
• How their strengths will be evaluated and used on the job 
• Details about job security and stability
• The company’s core values and vision
• The organization’s commitment to diversity and inclusion
• Opportunities for professional development
• A typical career path for someone in this role

Always remember: the interview is a two-way street. The candidate analyzes you and the company as much as you assess them. Articulating the unique advantages of working for your company can tip the balance in your favor and convince a sought-after candidate to accept a job offer down the road. 

6. Ask questions

Every candidate has something unique to offer, and it’s your job to understand how they’ll apply that special skill set and experience to the role. Your questions should include some tailored to each individual, reflecting the specifics of their resume, experiences, and potential contributions to the team. 

Prepare a mix of question types to build a well-rounded understanding, including: 

• Problem-solving questions to assess decision-making skills
• Behavioral questions to understand how they’ve responded to past situations
• Hypothetical situational questions to gauge how they might approach common challenges

The right questions don’t just assess qualifications. They also offer insight into how a candidate thinks, collaborates, and solves problems. A variety of open-ended questions will make it easier to identify candidates who are both competent and complementary to the organization’s values and team objectives. 

7. Give the candidate time to ask questions

Opening the floor for questions isn’t more than a courtesy — it’s also an integral part of assessing an applicant. Pay careful attention to what they ask. Questions help a candidate clarify details to make an informed decision, but they also reveal priorities and what they value in a job, which can give you a window into how well they’ll fit in with the team. Additionally, thoughtful questions indicate that an applicant is engaged and seriously considering the role. 

8. Provide timelines

Discussing timelines and next steps sets expectations and prompts a smooth transition for the chosen candidate. Clearly outline what comes next in the hiring process. It will help candidates manage their schedules and develop realistic expectations, reflecting goodwill, trust, and respect. Here are valuable points of information you might provide: 

• When they can expect to hear back 
• Timelines for filling the position
• Additional steps in the hiring process, like a take-home assignment
• How quickly you expect a new hire to start

Be careful not to create false expectations to save face. If you decide during the interview that it’s not a fit, simply let the candidate know when they can expect to hear back. 

Building a rapport during the interview process is about asking the right questions and creating a deliberate first impression . Here are some quick tips to ensure you take advantage of the interview and choose the right candidate: 

• DO bring a notebook to jot down important details that set each applicant apart from one another. 
• DO dress appropriately according to the company’s dress code and expectations, even if it’s a video call. 
• DO be punctual (or even a little early) to communicate respect for the candidate’s time and demonstrate expectations about time management and organization.
• DON’T interrupt your candidate’s answers. This disrupts their flow, cuts off important information, and shows a lack of courtesy. 
• DON’T arrive unprepared without reviewing their information or structuring the interview, as it shows a lack of engagement and organization that reflects poorly on your management style . 
• DON’T multitask during the interview (like taking a phone call or opening an email). This sends a message that you’re not fully invested in the candidate. 

Being invited to give an interview is a milestone in your career and professional growth. While learning how to conduct an interview may be daunting at first, carefully following this straightforward process will help you interview like a seasoned pro, pick out the right candidates, and extend a job offer to a valuable new member of the team. 

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Elizabeth Perry, ACC

Elizabeth Perry is a Coach Community Manager at BetterUp. She uses strategic engagement strategies to cultivate a learning community across a global network of Coaches through in-person and virtual experiences, technology-enabled platforms, and strategic coaching industry partnerships. With over 3 years of coaching experience and a certification in transformative leadership and life coaching from Sofia University, Elizabeth leverages transpersonal psychology expertise to help coaches and clients gain awareness of their behavioral and thought patterns, discover their purpose and passions, and elevate their potential. She is a lifelong student of psychology, personal growth, and human potential as well as an ICF-certified ACC transpersonal life and leadership Coach.

7 reasons why stay interviews drive employee retention

The democratization of professional coaching: q&a with betterup ceo, why are they leaving find out with the these 20 exit interview questions, what are mock interviews, and how can they help you practice, 15 questions to ask at the end of an interview to impress recruiters, 8 tips for answering “how do you like to be managed”, 10 project management interview questions and how to answer them, how to cancel an interview but keep your job outlook bright, 11 interview tips to boost your confidence, similar articles, find the best candidates with a structured interview, how to perfect your “why should we hire you” answer, 10+ virtual interview tips: from preparation to interview day, 11 communication skills every leader should have, why a working interview can help you land your dream job (and candidate), 9 must-haves for a stellar candidate experience, the ultimate guide to hiring for behavioral competency (with examples), what is interview bias and how to avoid it when hiring, stay connected with betterup, get our newsletter, event invites, plus product insights and research..

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When Hiring, Prioritize Assignments Over Interviews

• Geoff Tuff,
• Steve Goldbach,
• Jeff Johnson

Small projects can help ensure you’re hiring for skills — not just connection.

Companies over-rely on interviews when hiring, which has been shown to be a poor predictor of future performance and introduces opportunities for bias. As an alternative, try giving candidates who make it past an initial screening test a small test of the primary skill the job requires. For instance, ask a coder to solve a small coding project. This “minimally viable demonstration of competence,” and a follow-up discussion that debriefs the exercise, can be a powerful tool for moving beyond the resume to find qualified candidates that hiring bots might have passed over.

As a hiring manager, you want to bring on the “best” person for a job (whatever that means for the given role), but how do you know who’s right?

• GT Geoff Tuff is a principal and leads Deloitte’s sustainability work in U.S. energy and industrials. He is co-author of the bestselling books Detonate (2018) and Provoke (2021 ).
• SG Steve Goldbach a principal and leads Deloitte’s Sustainability practice in the US. He is a co-author of the books Detonate (2018) and Provoke (2021).
• JJ Jeff Johnson is a managing director at Deloitte Consulting LLP who coaches leaders through sales and relationship-building with a focus on human connection, insight, and the art of communication.

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Master These 4 Talking Points To Ace Your Job Interview

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It doesn’t matter if you’ve done it hundreds of times before, job interviews will always be nerve-wracking. There are a lot of variables to consider — from the way you look to whether or not you arrived on time to the stories you tell.

But what’s even more crucial is to ensure that your conversation with the interviewer flows naturally. Because not everyone is a natural conversationalist, it’s still better to practice ahead of time and have a good idea of what you want to say to ensure a positive impression.

It’s worth noting that no two interviewers will be the same. While many will stick to the prescribed questions, others may test your ability to think on your feet by asking curveball questions. But if you can master these four talking points, then you should be well-equipped to ace just about every job interview.

Most people treat small talk as a mere formality, a way to fill the awkward silence before diving into a real conversation. As a result, they try to skip this part of the interaction to get to the “real” discussion faster, viewing small talk as unnecessary and superficial.

While there might be some truth to that sentiment, it’s far better to know how to engage in small talk than not. This is especially true with job interviews, where small talk can help you establish rapport and leave a lasting good impression.

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Engaging in small talk is excellent at establishing rapport because it helps to create a sense of familiarity and ease between the interviewer and the candidate. With the job market being this tough , you may likely be competing with hundreds (if not thousands) of applicants, so you want to be as memorable as possible.

Make it a point to give more than one-word answers to even the simplest questions, and try to incorporate elements of your personality or interests into the conversation. For example, if your interviewer asks you how you’re doing, avoid giving a noncommittal “I’m good.” Instead, you can say that you feel energized after your morning run or excited to know more about the company!

The ability to do small talk is a good sign that someone possesses excellent people skills. As a former recruiter myself, I can confidently say that between two candidates of similar skills and experience, the one who was more engaging in interviews is most likely to get the role.

Past Experiences

It’s customary for a recruiter to go over your past experience during your interview since it’s their best way of knowing what you’ve done before and what you can bring to the table.

A lot of people in these situations wing it by answering questions on the spot but if you really want to stand out, it’s best to craft those experiences into stories that put you in the best light. How do you do this? I’ll explain.

All good stories start with a problem, which is why you were hired. Maybe the company was having an image problem, which is why they hired a marketing professional with crisis management skills. Or perhaps they needed to increase revenue to meet certain projections, so they hired a business strategist. Make sure you make this part clear, as this will help make your story more compelling.

After the conflict comes resolution, so once you’ve shared the problem, it’s time to share how you contributed to a quantifiably positive outcome . For example, maybe you spearheaded a public relations campaign that improved customer sentiment by 30%. If you were applying for the sales position, you could share how you consistently hit 20% above quota for six months straight.

Anything you can share where you come out as someone who positively contributed to the betterment of your former employer will help you score points with your interviewer.

One thing worth mentioning here is that many recruiters will also ask why you left, especially if you were doing so well. It’s fine to be completely honest here, but within reason. For example, refrain from mentioning real names or discussing potentially proprietary information. And whatever you do, never air out dirty laundry against your previous employer. Some things are just better left unsaid.

Interests and Career Goals

During the interview, you may be asked about your interests and what you’re looking for in your ideal role. This allows the interviewer to gauge how good a fit you’ll be for the position and the organization as a whole.

To ensure a good outcome, make sure that you’re able to portray yourself as someone genuinely excited to grow in this role and industry. A good way to do this is to look at the job description for clues on what they’re looking for and incorporate that in your response.

For example, if the job description mentions community involvement, then it’s a good idea to mention the summer you spent volunteering at a local shelter. If the role calls for leadership, don’t forget to mention the recent project you spearheaded while your boss was on maternity leave.

Another common but equally important talking point is your career goals, which hiring managers use to determine whether you’re likely to stay for the long term. If you’re unlikely to fulfill these career goals in the company, then the hiring manager may think that you’re not in for the long haul, leading to higher turnover rates and additional costs for recruiting and training .

To remedy this, make sure that you align your career goals with the company’s expectations. Let them know that you intend to contribute to the company’s success while also pursuing professional growth. This way, you can assure your hiring manager that they won’t have to spend valuable resources again to replace you in a few months.

Questions At the End

Asking good questions at the end is also a crucial talking point, even though it’s something that a lot of people skip during interviews. Thoughtful questions are particularly excellent at demonstrating your interest in the role because they show that you did your research prior to the interview.

The kind of questions that you can ask will vary depending on what comes up during your research. However, a good place to start is by asking about the specific team or department that you might work with should you get the role. The answer to this will help you learn about the dynamics of the team you’ll be joining, while also demonstrating your eagerness to work.

Another important question to ask about are the opportunities for growth and development . This question serves you in two ways: it lets you get a sneak peek at the company’s policies on upskilling while also signaling to the recruiter that you’re in it for the long haul — which, as I mentioned earlier, can only help you.

The reasons I laid out here for asking good questions are helpful to show your interest in the role. However, perhaps the best reason to do so is to gauge whether or not you really want to work with them and if the company is the right fit for you. After all, job interviews are not just about the employer evaluating you; they are also an opportunity for you to assess the employer. Rooting for you in your next interview!

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