Take-home assignments

Take-home assignments are a type of assessment method used during recruitment where candidates are given a specific project or task to complete on their own time, outside of the traditional interview setting. These assignments are designed to assess a candidate’s technical skills, creativity, and problem-solving abilities in a practical context.

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Benefits and considerations of take-home assignments

Benefits

Realistic skill assessment: Allows candidates to demonstrate their actual skills and how they approach real-world problems.
Flexibility: Candidates can work on assignments at their own pace and schedule, which can help them produce their best work.
Reduces interview pressure: Helps alleviate the stress of on-the-spot interviews and gives a more comprehensive view of the candidate’s capabilities.

Considerations and solutions

Time commitment: Assignments might require considerable time, which could deter candidates who are currently employed or have other commitments.
Solution: Limit the scope of the assignment to something that can be completed in a few hours and always be clear about the expected time commitment.
Evaluation consistency: Ensuring that all assignments are assessed fairly and consistently can be challenging.
Solution: Develop a clear rubric or scoring system to evaluate all submissions equally.

Lou an employer shared,

“The other consideration to consider is, how do you prove the authenticity of the work? E.g. who actually completed the work. Often what works best combined with take homework is some element of presentation or an interview so the candidate can be asked questions about their work to help authenticate that they did the home element themselves, and they can answer questions about how they put the answer together or their thought process.”

What take home assignments are suited for

Attributes showcased: Take-home assignments evaluate candidates’ technical and problem-solving skills, creativity, and ability to work independently. These assignments can highlight strengths such as attention to detail, analytical thinking, and effective communication.
Roles and industries: Take-home assignments are valuable in various fields, including software development, marketing, data analysis, and academic or research-based roles. They are particularly suited for positions requiring creativity, strategic thinking, and deep technical expertise.

Example: A digital marketing firm is looking to hire a content strategist. They provide candidates with a take-home assignment to create a content calendar based on hypothetical product launch. Candidates submit their strategies along with justifications for their choices, highlighting their ability to plan, research, and align content with business goals.

Conducting neuro-inclusive take-home assignments

Take-home assignments can be effective for evaluating candidates’ real-world skills. When designed inclusively, they enable all candidates, including neurodivergent individuals, to perform at their fullest potential.

Pre-task preparation

Proper preparation helps candidates feel confident and reduces anxiety by offering clarity and removing unnecessary barriers. This allows candidates to perform at their best.

Neuro-inclusive strategies

Clear instructions:
- Provide detailed guidelines in multiple formats (written, verbal, visual).
- Break down tasks into manageable steps with clear deliverables.
- Use consistent, plain language to reduce ambiguity.
Flexibility:
- Offer timeline flexibility to accommodate diverse working styles and personal commitments.
- Allow candidates to complete the assignment in their preferred format (e.g., written reports, presentations, or video).
Accessibility:
- Ensure all required materials are provided in accessible formats.
- Confirm any specialised tools or software are compatible with assistive technologies.
Support availability:
- Communicate how and when candidates can seek clarification or assistance and ensure there is a clear point of contact.
- Provide contact details of a dedicated support person, separate from the person assessing the interview, from the organising to answer any process related questions or queries.
Environment familiarisation:
- Provide candidates with information about the assignment, the timeline, and resources to help them prepare.

Assignment execution

Take-home assignments should focus on assessing skills relevant to the role.

Neuro-inclusive strategies

Structured feedback:
- Provide templates or outlines to help candidates organise their work.
- Guide candidates on how to approach the task
Flexibility in scope
- Allow adjustments in the complexity or depth of the task to match candidates’ strengths or comfort levels.
Break periods:
- Encourage candidates to pace themselves and take breaks as needed.

Post-assignment follow-up

Constructive feedback and reflection ensure the process is neuro-inclusive.

Neuro-inclusive strategies

Feedback:
- Share specific observations about the candidate’s strengths and areas for growth.
- Use constructive language, such as: “Your approach was thoughtful; next time, try incorporating [specific method]. Does that sound manageable?”
- Gather feedback from candidates about the assignment process, focusing on inclusivity and accessibility.
Regularly update:
- Regularly revise assignment designs Incorporating feedback from neurodivergent individuals to ensure continuous improvement.

Example of a neuro-inclusive take-home assignment

Scenario: A software development company asks candidates to complete a coding task designed to test their programming and problem-solving abilities.

Actions taken:

Clear instructions: The company provides written instructions, a recorded walkthrough, and example templates.
Flexible deadlines: Candidates can choose a submission deadline within a three-day window.
Accessibility measures: Tools required for the task are verified for compatibility with assistive technologies.
Flexible submission formats: Candidates can explain their approach through written documentation or a short video.

Outcome: These accommodations enable the candidate to focus on demonstrating their skills without distractions, allowing the employer to fairly evaluate their technical and creative abilities.

Neuro-inclusive take-home assignments can help organisations assess candidates’ abilities in a fair and equitable manner. By offering flexibility, clear communication, and accessibility, employers can attract a diverse talent pool and gain deeper insights into candidates’ strengths. This inclusive approach fosters innovation, equity, and a commitment to diversity in the workplace.

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