When evaluating a candidate, employers are increasingly not limited to conducting interviews and viewing resumes, but are also asked to complete a test task. Is it worth it to meet the company and do the work, albeit a test one, for free?
Show your skills
“Why carry out the test task if there is a trial period ahead?” - the candidates are perplexed. “If the work in a particular company is really interesting for a specialist, he will not refuse to carry out a test assignment,” recruiters retort. Both those and others are right in their own way. Applicants are sorry to spend their time and energy on unpaid work, which does not give a guarantee of employment, and employers want to be as confident as possible in the qualifications of the candidate who is hired. Who is right in this absentee dispute?
First of all, it is worth saying that the trial period and the test task are fundamentally different things. The test task shows some practical skills of the candidate, but does not allow him to be comprehensively evaluated (teamwork, adherence to deadlines, etc.). The trial period allows you to see the candidate from all sides. However, in this way only one specialist can be evaluated, while the test task can be assigned to several applicants. In addition, this will require at least a month (this is how much the minimum probationary period lasts by law).
So the employer who uses the test tasks in the selection of candidates is quite understandable. The applicant also has reasons not to refuse such a test. Firstly, the test task is a great way to prove yourself. If at the interview you only talk about your experience and skills, then with the help of a test task you clearly demonstrate your skills. And, as they say, it is better to see once than hear a hundred times.
Secondly, the test will allow you to adequately assess your capabilities. Are you capable of the position you are applying for? After all, work similar to the test task will have to be done daily. Thirdly, having completed the test task, you will learn the opinion of specialists about your work, and this is very valuable, because you learn from mistakes. Just ask the recruiter or line manager to comment on the test results, at least in general terms.
Rules of Success
Starting the test task, clearly stipulate the terms of the work with the HR manager. Having agreed on the deadlines, strictly observe them. A copywriter who promised to write an article by Thursday, and handed it over only on Monday, will probably be considered irresponsible even if he has talent.
The test task is a unique chance to convince the employer that you are the best candidate. Therefore, when doing work, try to show the product in person: use logical decisions, clear wording, competent terminology, and if possible show creativity. It should be borne in mind that it is unlikely that the employer expects from you a detailed business plan or a text thought out to the smallest detail. Most likely, the future leader wants to see your train of thought and your potential, so do not try to go into too much detail.
Before handing over the work, take care of its design. The font in the text should be easy to read, of course, there should be no errors in the work. Sketches or drawings, if they are not in electronic form, it is better to put in a neat folder. If you send the completed assignment by e-mail, write a small cover letter.
Copyright protection
A common and most often causeless fear of applicants is that they will take advantage of their work, but job offers will not follow. Sometimes candidates who wrote business plans or articles share their indignation, but they never got a place in the company, but unscrupulous employers used the results of their work to their advantage. There are a lot of tips on the Internet on how to protect your test task, for example, register your copyrights, provide the text or code in an uncomfortable format for copying, take a receipt from the employer, etc.
Of course, dishonest employers who can steal your idea exist. However, before refusing to complete the test task for this reason, think: will the company that interests you begin to advertise for vacancies and conduct interviews (all this costs money) just for the sake of trial work of candidates? To dispel doubts, find as much information as possible about the company on the Internet. Reputable organizations will not risk their reputation in order to take advantage of the fruits of other people's labor.
If you still really want to protect yourself, agree with the employer that if your test task is useful to the company, then it should be paid regardless of whether you are hired or not.
To be sure that the hired specialist is not a pig in a poke, but a mature professional, is the understandable desire of an adequate employer. Successful completion of the test task will significantly increase your chances of getting a good job, so do not hesitate to share a piece of your talent. Go for it!
Show your skills
“Why carry out the test task if there is a trial period ahead?” - the candidates are perplexed. “If the work in a particular company is really interesting for a specialist, he will not refuse to carry out a test assignment,” recruiters retort. Both those and others are right in their own way. Applicants are sorry to spend their time and energy on unpaid work, which does not give a guarantee of employment, and employers want to be as confident as possible in the qualifications of the candidate who is hired. Who is right in this absentee dispute?
First of all, it is worth saying that the trial period and the test task are fundamentally different things. The test task shows some practical skills of the candidate, but does not allow him to be comprehensively evaluated (teamwork, adherence to deadlines, etc.). The trial period allows you to see the candidate from all sides. However, in this way only one specialist can be evaluated, while the test task can be assigned to several applicants. In addition, this will require at least a month (this is how much the minimum probationary period lasts by law).
So the employer who uses the test tasks in the selection of candidates is quite understandable. The applicant also has reasons not to refuse such a test. Firstly, the test task is a great way to prove yourself. If at the interview you only talk about your experience and skills, then with the help of a test task you clearly demonstrate your skills. And, as they say, it is better to see once than hear a hundred times.
Secondly, the test will allow you to adequately assess your capabilities. Are you capable of the position you are applying for? After all, work similar to the test task will have to be done daily. Thirdly, having completed the test task, you will learn the opinion of specialists about your work, and this is very valuable, because you learn from mistakes. Just ask the recruiter or line manager to comment on the test results, at least in general terms.
Rules of Success
Starting the test task, clearly stipulate the terms of the work with the HR manager. Having agreed on the deadlines, strictly observe them. A copywriter who promised to write an article by Thursday, and handed it over only on Monday, will probably be considered irresponsible even if he has talent.
The test task is a unique chance to convince the employer that you are the best candidate. Therefore, when doing work, try to show the product in person: use logical decisions, clear wording, competent terminology, and if possible show creativity. It should be borne in mind that it is unlikely that the employer expects from you a detailed business plan or a text thought out to the smallest detail. Most likely, the future leader wants to see your train of thought and your potential, so do not try to go into too much detail.
Before handing over the work, take care of its design. The font in the text should be easy to read, of course, there should be no errors in the work. Sketches or drawings, if they are not in electronic form, it is better to put in a neat folder. If you send the completed assignment by e-mail, write a small cover letter.
Copyright protection
A common and most often causeless fear of applicants is that they will take advantage of their work, but job offers will not follow. Sometimes candidates who wrote business plans or articles share their indignation, but they never got a place in the company, but unscrupulous employers used the results of their work to their advantage. There are a lot of tips on the Internet on how to protect your test task, for example, register your copyrights, provide the text or code in an uncomfortable format for copying, take a receipt from the employer, etc.
Of course, dishonest employers who can steal your idea exist. However, before refusing to complete the test task for this reason, think: will the company that interests you begin to advertise for vacancies and conduct interviews (all this costs money) just for the sake of trial work of candidates? To dispel doubts, find as much information as possible about the company on the Internet. Reputable organizations will not risk their reputation in order to take advantage of the fruits of other people's labor.
If you still really want to protect yourself, agree with the employer that if your test task is useful to the company, then it should be paid regardless of whether you are hired or not.
To be sure that the hired specialist is not a pig in a poke, but a mature professional, is the understandable desire of an adequate employer. Successful completion of the test task will significantly increase your chances of getting a good job, so do not hesitate to share a piece of your talent. Go for it!
Comments
Post a Comment