Dramatically improve your hiring decisions by requesting work samples from candidates. Use work samples to simulate activities similar to what potential hires would do on the job—before you hire them.
How do you ask for work samples without overwhelming candidates or driving them away? What kind of samples are reasonable to ask for? How can you frame your request so that candidates are enthusiastic about the process?
Use the four guidelines below to ask job candidates for work samples, writing exercises, or simulations.
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What is a Work Sample? Why is it Important for Hiring?
A work sample is a task or document that helps employers evaluate a candidate’s skills—such as a portfolio, a piece of writing, or a performance-based test.
Research suggests that work sampling is three times more effective than resumes at predicting job success. Use work samples to evaluate candidates based on real-world performance, especially when interview responses don’t address all of your must-haves.
Common types of work samples for job applications
Depending on the role you’re hiring for, you might request:
- Writing samples (e.g., articles, reports, proposals)
- Work sample tests (e.g., mock presentations, problem-solving exercises, case studies)
- Existing work samples (e.g., previously published content, marketing campaigns, memos)
- Portfolio work (e.g., design mockups, social media posts)
Check out our Job Simulation Exercises list for more ideas.
Guide to Asking Job Candidates for Work Samples
Frame the request with clarity and respect
Share why you’re asking for a work sample. Communicate respect by acknowledging that you’re asking them to invest more time in your hiring process.
Sample language: “Because we’ve had a tremendous response to our posting, we’re asking the most promising candidates to submit a work sample relevant to the responsibilities of this position—before we interview people directly. We realize this requires an investment of your time, and we appreciate your help in determining if we’re a strong fit for one another.”
Be explicit about the time commitment, length, and quality
Don’t make the hiring mistake of asking job candidates for excessive unpaid work—which disproportionately impacts applicants who have less flexibility (financial or otherwise). Instead, specify how much time the work sample will take or how long it should be. Here are some best practices:
- Keep assignments under two hours, unless you’re offering compensation. Asking a promising candidate to spend an hour or two on an exercise is reasonable—but asking them to spend a day on a project (uncompensated) is not. Factor in how much time you have invested in the candidate so far; the less time you’ve invested in them, the less time you should expect them to invest in you.
- Clearly communicate your expectations. Candidates will often spend more than the suggested amount of time on an assignment, especially those who have multiple marginalized identities and feel more pressure to perform or prove themselves. To mitigate inequitable impacts, be explicit about how much time you expect candidates to spend on something. Specify how long it should be (e.g., X number of pages for a writing sample). Make sure the scope of the assignment is reasonable for the time or length you’re asking for.
- Specify the quality or degree of “completeness” you’re looking for. For example, when asking for a writing sample, you might say, “I’m sure you’re busy, so we’re not looking for more than a few paragraphs. Think of this as a first—not final—draft. We’re just hoping to get a sense of your thinking and approach, so please don’t spend more than an hour.”
Consider asking for existing work samples
To see candidates in action without asking for too much, request samples of work they’ve already done. This can benefit both candidates and employers because it:
- Saves candidates time and effort
- Allows them to showcase their best work
- Avoids ethical concerns about unpaid work
You can combine this request with other role-specific exercises or simulations. You can also use past work as a low-time-investment application supplement or initial screen, especially for senior roles.
For some positions, the existing work sample might be obvious, like looking through a graphic designer’s portfolio. For others, you can ask for things like emails, memos, or presentations that they produced over the course of their job.
Example Request for an Existing Work Sample:
Sample language: “We’ve found that it’s helpful to look at actual work samples to get a sense of how people operate. Can you share a past work product with us? It could be a substantive memo, an email you sent to your team, a proposal, or anything you’ve created that would give us a sense of your work. It doesn’t need to be directly relevant to the X role you’re applying for; we’re just interested in how you think and operate. We’ll keep anything that you share with us confidential. Please feel free to remove names or other details you’re not comfortable sharing.”
Be ethical about the type of work sample you ask for
For both legal and ethical reasons, use candidates’ work for assessment purposes only. Don’t ask candidates for unpaid work that will primarily benefit you or your organization.
For example, it’s fine to ask candidates to write a sample press release about a fictitious or past event, but don’t ask them to write one that you might actually send out unless you will pay them for the work. Again, if the assignment takes more than two hours, you should compensate them for their time. If seeing more in-depth work would help you make a better decision, don’t be afraid to make it a paid freelance project.
Work Samples Done Right Can Create a Positive Experience
Requesting work samples is a powerful way to assess candidates’ real-world skills, but it must be done thoughtfully to ensure fairness and transparency. By clearly outlining expectations, respecting candidates’ time, and requesting existing work samples, you can create a hiring process that is both effective and ethical. Compensating candidates for time-intensive work samples demonstrates respect for their expertise and effort. When structured properly, work sample requests help you attract top talent while fostering a positive candidate experience—ultimately leading to stronger hiring decisions and a more equitable workplace.
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