Simulated work tasks
Simulated work tasks are exercises that closely match the kind of work a candidate would do if they were hired. This approach allows employers to see how well a candidate can use their skills, solve problems, and fit into the role in a practical, hands-on way, without needing to commit to a job trial.
These tasks are designed to look like the actual work that will be done in the job and are usually part of the recruitment or interview process. They are set up to reflect the challenges of the role in a controlled setting. The main purpose is to fairly assess a candidate’s ability to do the job before making a hiring decision.
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Benefits and considerations simulated work tasks
Benefits
- Demonstration of skills: Provides a clear and practical demonstration of a candidate’s ability to perform job-related tasks.
- Predicts performance: Helps predict how a candidate will handle job pressures and solve real-world problems they would encounter in the role.
- Reduces biases: Offers a more objective basis for evaluating a candidate compared to interviews alone, which can be influenced by interviewer bias.
Considerations and solutions
- Ethical implementation: Tasks should respect candidates’ time and intellectual property. Avoid assigning overly complex projects that require candidates to produce significant unpaid work.
- Solution: Keep tasks reasonable in scope, ensuring they align with industry standards and the level of the role.
- Time and resource management: While tasks should be meaningful, they must not become excessively time-consuming or burdensome for candidates.
- Solution: Design tasks that can be completed within a reasonable time limit, typically between 1–2 hours.
- Realism vs. practicality: While tasks should reflect real-world responsibilities, they must also be achievable within an interview or recruitment context.
- Solution: Focus on smaller, manageable components of the job that still offer meaningful insights into the candidate’s capabilities. Lou an employer shared “I have seen a lot of companies asking for WAY too much in the process – e.g. full business or project plans, full workshops, full tech/coding solutions, etc”
What simulated work tasks are suited for
- Attributes showcased: Simulated work tasks are ideal for evaluating technical skills, creativity, problem-solving, and adaptability. They provide a realistic view of how candidates handle job-specific challenges, helping employers assess their proficiency and suitability for the role. This method also highlights how well candidates perform under controlled but realistic pressures.
- Roles and industries: Simulated tasks are ideal for industries requiring hands-on, technical, or creative problem-solving. Examples include engineering, where candidates solve technical challenges, agriculture, where tasks assess adaptability and technical skills, and creative industries, where innovation and attention to detail are demonstrated through concept development or design mock-ups.
Example: Sun Pork Farms, an agriculture industry, sets up a variety of agricultural-related tasks to simulate the real work environment. Candidates underwent tasks such as climbing over fences, injecting oranges (as a stand-in for veterinary practices), and recording data on a spreadsheet. This variety helps the hiring team identify candidates’ strengths across several aspects of the job, ensuring a good match for specific roles within the farm.
Conducting neuro-inclusive simulated work tasks
Simulated work tasks are a valuable recruitment tool, allowing candidates to demonstrate real-world skills while giving employers insight into their capabilities. When designed inclusively, these tasks enable neurodivergent individuals to showcase their strengths in a supportive environment. Inclusive practices not only promote equity but also help employers access a diverse talent pool.
Pre-task preparation
Preparation is essential for creating an environment where neurodivergent candidates can succeed. Providing clear instructions, accessible formats, and a comfortable setup ensures all candidates can focus on demonstrating their full abilities without unnecessary barriers.
Neuro-inclusive strategies
- Provide instructions:
- Deliver instructions in multiple formats (written, verbal, and visual) to suit different learning preferences.
- Break down tasks into manageable steps and provide clear criteria for success to reduce ambiguity.
- Use consistent formatting and language to simplify processing and understanding.
- Contact details of a dedicated support person from the organising to answer any questions or queries.
- Allow flexibility:
- Allow candidates to choose their preferred response method, such as written, verbal, or visual formats, to align with their strengths.
- Where feasible, provide options for adjusting the complexity or scope of tasks to match candidates’ comfort levels.
- Support Familiarisation:
- Offer candidates the opportunity to visit the workspace or review a virtual tour before completing the task.
- Discuss potential sensory or environmental adjustments, such as lighting or noise, to create a supportive setting.
Task execution
Simulated tasks should focus on a candidate’s ability to meet role-specific challenges, not on their ability to navigate unnecessary hurdles. By creating flexible, sensory-friendly environments and offering support, employers can ensure all candidates can perform at their best.
Neuro-inclusive strategies
- Sensory-friendly environments:
- Use natural or soft artificial lighting, minimise background noise, and avoid strong smells to reduce sensory distractions.
- Ensure candidates have access to comfortable seating and can adjust their physical setup as needed.
- Break spaces:
- Provide semi-private or private spaces to reduce anxiety and distraction. Offer quiet rooms where candidates can take breaks if overwhelmed.
- Accommodations:
- Allow candidates additional time to complete tasks if required, ensuring performance is not penalised by processing speed.
- Build in regular breaks and make it clear they are encouraged and will not affect performance evaluation.
- Have trained support personnel available to explain tasks, offer emotional support, or address technical issues.
Post-task follow-up
Post-task reflection ensures continuous improvement of the skills demonstration process and provides candidates with the feedback they need to grow. By listening to candidates’ experiences and adapting tasks based on their input, employers can foster a more neuro-inclusive hiring approach.
Neuro-inclusive strategies
- Feedback opportunities:
- Invite candidates to provide feedback on the task process, focusing on inclusivity and accessibility. Use their insights to refine future tasks.
- Offer candidates clear, constructive feedback on their performance. For example, “Your demonstration was excellent, but next time, explain your steps more clearly. Does that make sense?”
- Regularly update:
- Regularly review task designs to ensure they remain fair, relevant, and effective for all candidates.
Example of a neuro-inclusive simulated work task
Scenario: A candidate for an engineering position at a tech company is given a simulated work task as part of the recruitment process. The task involves solving a specific technical challenge related to circuit design using a simulation software.
Actions taken:
- Created a sensory friendly environment: The company sets up a quiet and private workstation with ergonomic seating and controlled lighting to accommodate the candidate’s sensory preferences.
- Provided details: Detailed instructions are provided in multiple formats: written, visual (with diagrams), and a brief video explanation. The task involves designing a circuit that meets specified parameters, displaying the candidate’s technical and creative problem-solving skills.
- Allowing flexibility: The candidate is allowed a full day to work on the task, with the flexibility to use the simulation software or physical components as per their comfort. They are encouraged to document their design process and reasoning either through written notes or a digital presentation.
Outcome: This setup not only allows the candidate to demonstrate their engineering skills and ability to handle complex challenges but also provides the employer with insights into how the candidate approaches problems creatively and adapts to technical requirements. The controlled yet realistic environment ensures that the candidate can perform at their best, highlighting their suitability for the role in a way that respects their individual needs.
Inclusive simulated work tasks can provide an effective way to assess candidates’ abilities while unlocking the potential of neurodivergent individuals. These strategies enable employers to identify exceptional talent while fostering a diverse and dynamic workforce. By removing unnecessary barriers, organisations can create a recruitment process that reflects their commitment to innovation, equity, and inclusion.
