Work samples
Work samples involve candidates submitting actual pieces of work that are relevant to the tasks they might perform in the target role. This assessment method directly highlights their ability to perform job-specific tasks, providing a realistic glimpse into their day-to-day capabilities and work style. Work samples can stand alone as an evaluation method or be used alongside interviews, where candidates may elaborate on their work and its relevance to the role.
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Benefits and considerations of work samples
Benefits
- Assessment of skills: Work samples allow employers to evaluate a candidate’s proficiency in performing specific tasks they will encounter on the job, offering tangible proof of their abilities.
- Evaluates suitability for the role: By examining real outputs, this method provides a reliable indicator of how well a candidate might perform in similar situations.
- Reduces biases: Focusing on objective outputs minimises the impact of subjective biases, ensuring a fairer evaluation process.
Considerations and solutions
- Relevance to the role: The work samples requested must closely align with the daily responsibilities of the role to provide meaningful insights.
- Solution: Clearly define tasks or projects that mirror actual job requirements.
- Consistency: Variability in how samples are evaluated can lead to inconsistencies and unfair outcomes.
- Solution: Develop standardised evaluation criteria to ensure fairness across all candidates. Or use standardised rubrics, if they exist for your relevant industry.
- Inclusion: The submission and evaluation process might pose challenges for neurodivergent candidates.
- Solution: Provide flexible submission formats, clear instructions, and accommodations as needed to create an inclusive process.
An employer shared,
“The work samples being realistic in terms of workload and scope for the interview process – e.g. that the requested task/s be not too onerous or burdensome on potential candidates’ time and resource-wise.”
What are work samples suited to?
- Attributes showcased: Work samples provide a direct and practical demonstration of a candidate’s technical skills, creativity, and problem-solving abilities. They allow employers to evaluate real outputs, such as coding proficiency, design capabilities, or written content, to predict future performance.
- Roles and industries:
- Technical roles: Ideal for software developers submitting coding samples or contributing to GitHub repositories to showcase technical expertise and collaboration skills.
- Engineering: Effective for engineers presenting designs or project plans that highlight their problem-solving and technical application.
- Academia and the arts: Suitable for candidates submitting scholarly articles or artistic portfolios to demonstrate creativity, knowledge, and craftsmanship.
- Marketing and content creation: Beneficial for showcasing past campaigns or content that highlight engagement strategies and persuasive communication.
Example: A gallery hiring an artist might request candidates to submit samples of their recent work, such as paintings, sculptures, or digital art pieces. This allows the employer to evaluate the artist’s technical skills, creativity, and ability to align with the gallery’s aesthetic or thematic focus, offering a clear understanding of their potential contributions.
Assessing neuro-inclusive work samples
Work samples can be a practical and effective method for evaluating a candidate’s skills, creativity, and potential. They offer employers a realistic insight into how a candidate might perform tasks central to the role. Work samples can stand alone as an assessment method or be paired with interviews where candidates elaborate on their submissions. However, candidates may face barriers such as unclear instructions, rigid submission requirements, or sensory challenges during live presentations if they are not considered and planned for. They might also lack the technology or software at home potentially to generate the required samples, or they might not have fast enough internet for online video presentations. By implementing neuro-inclusive strategies for both standalone and integrated assessments, employers can ensure all candidates are able to show their true talent.
Pre-assessment preparation
Preparing work samples may feel overwhelming when instructions are vague, overly broad, or require complex organisation. Adhering to tight deadlines or unclear expectations can add unnecessary stress, particularly for those with executive functioning challenges. Providing clear, structured guidance ensures all candidates understand what is expected, empowering them to perform at their best.
Neuro-inclusive strategies: Applicable to standalone work samples and work samples paired with interviews
- Explicit instructions: Use clear, direct language to describe the work sample requirements. Avoid vague terminology or idiomatic expressions that could cause confusion.
Example: “Submit two examples of past client projects, including a description of goals, methodologies, and outcomes.”
- Step-by-step guidance: Provide a checklist or timeline to break the process into manageable steps. Provide specific types of files/formats that are required if submitting work online.
Example:- Select two relevant projects.
- Write a brief summary of each project.
- Submit files via the provided portal by [deadline].
- Examples and templates: Offer sample work or templates tailored to the role. For example, a carpentry role might include a project summary template describing the design elements and materials used.
- Support accommodations: Proactively communicate that candidates can request accommodations, such as alternative formats (e.g., video submissions), or assistance in compiling their work.
- Flexible submission formats: Rigid submission requirements may not align with a candidate’s strengths or accessibility needs. Limited access to necessary tools or unclear technical requirements can further hinder participation. Allowing flexibility enables candidates to showcase their skills in the most accessible and effective format.
Neuro-inclusive strategies: Applicable to standalone work samples and work samples paired with interviews
- Multiple formats: Accept submissions in various forms such as digital files, videos, or presentations. For example, a hairstylist could submit a video walkthrough of their styling process rather than just photos. Other candidates might want to provide hard copy e.g. print portfolios for the creative industries when they attend in person.
- Technology access: Provide access to required tools or software, such as design programs or video editing tools, and allow candidates to use assistive technologies like speech-to-text software.
An employee shared,
“Many candidates might not already have the required technology at home to complete work samples in whatever medium a business or organisation requires. So, if the employer can give the candidates a temporary, time-limited login with password for instance so that the candidate can access the relevant technology or software, that might improve inclusivity generally.”
Submission support: Offer help desks or allow candidates to submit drafts for initial feedback. This can reduce anxiety about technical issues or format compliance.
Preparing the assessment environment
Presenting work samples in a live setting, such as during an interview, may introduce additional challenges like sensory distractions or social stress. If conducting an onsite interview, creating a sensory-friendly environment ensures that candidates can focus on demonstrating their abilities without unnecessary barriers.
Neuro-inclusive strategies: Applies only to work samples presented in interviews
- Sensory-friendly environment:
- Minimise noise and avoid sudden loud sounds.
- Use consistent, non-flickering lighting and avoid strong smells.
- Allow candidates to adjust the environment, such as dimming lights or using noise-cancelling headphones.
An employee shared,
“As a neurodivergent person, the worst scenario I can imagine would be to have to attend a group interview with large numbers of candidates for a large employer. In these environments, it is often the louder extroverted folks who thrive, while quieter reflective introverts like me do not get the opportunity to shine. And I might be a fabulous candidate for the relevant role. Large group interviews are just too anxiety provoking and stressful for me to be able to handle. If an employer requires me to attend a large group interview, that basically excludes me entirely from the process because it is just too stressful as an experience overall.”
- Workplace familiarisation: Offer candidates the opportunity to visit the space beforehand to reduce anxiety and help them prepare for the setting.
- Break spaces: Provide quiet areas where candidates can take breaks before or during the presentation if needed.
- Submission support: Offer help desks or technical assistance to guide candidates through the submission process, answering questions and troubleshooting technical issues.
During the assessment
Whether submitting standalone work or presenting during an interview, candidates may face challenges such as interpreting unstructured feedback or responding under pressure. Providing structure and flexibility allows candidates to focus on showcasing their skills.
Neuro-inclusive strategies: For standalone work samples
- Structured evaluation: Use an industry standard tool or a clear rubric to evaluate submissions based on specific criteria like creativity, technical skill, and relevance to the role.
Example: A stonemasonry project might be assessed on craftsmanship, durability, and design execution.- Provide feedback: Provide detailed, actionable feedback on strengths and areas for improvement.
Neuro-inclusive strategies: For work samples presented in interviews
- Have a clear criterion: Use a clear rubric to evaluate submissions based on specific criteria like creativity, technical skill, and relevance to the role.
- Have structured discussions: Guide the conversation with clear, objective questions such as:
Example: “How did you approach the challenges in this project?” - Be flexible: Allow additional time for candidates to respond to questions and incorporate breaks if needed.
- Provide supports: Encourage candidates to use notes, slides, or visual aids to structure their presentation.
- Submission Support: Offer help desks or technical assistance to guide candidates through the submission process, answering questions and troubleshooting technical issues.
Post-assessment feedback
Unclear timelines or vague feedback may create anxiety and limit opportunities for growth. Providing specific, actionable feedback demonstrates fairness and supports candidate development.
Neuro-inclusive strategies: Applies to standalone work samples and work samples presented in interviews
- Timely feedback: Clearly communicate when or if candidates can expect results, such as: “You will receive feedback within five business days.” If unsuccessful candidates are not notified, ensure that this is clearly communicated.
A neurodivergent employee shared,
“There’s nothing more disappointing than having a job interview or skills assessment and not hearing back from an employer for many weeks and months afterwards, only to find out later that they have chosen another candidate. So, it’s crucial that candidates be given a reasonable timeframe within which they can expect to hear if they were successful or not.”
- Provide detailed feedback: Provide constructive, specific feedback.
Example: “Your project showcased excellent creativity and attention to detail. Adding more metrics to measure success could enhance future submissions.” - Provide follow-up opportunities: Offer candidates the chance to ask questions or clarify feedback.
Example of a neuro-inclusive work sample assessment
Scenario: A candidate for a mural artist role is required to submit two completed project photos with descriptions and demonstrate their process through a live sketching session. The candidate discloses sensory sensitivities and a preference for structured tasks.
Actions taken:
- The employer provides clear submission guidelines, requesting high-resolution images with details on the creative process, materials used, and project outcomes.
- The candidate is offered flexibility to present their work via:
- A pre-recorded video of the sketching process.
- A virtual session with one evaluator.
- An in-person demonstration in a sensory-friendly space.
- The candidate opts for a virtual session scheduled in a quiet time slot with clear instructions shared beforehand.
- The evaluator uses a structured rubric, focusing on creativity, use of materials, and alignment with project goals.
- Feedback is provided within two days, highlighting strengths in composition and offering suggestions for expanding techniques.
Outcome: These accommodations enable the candidate to showcase their skills confidently, ensuring a fair evaluation and reducing unnecessary stress.
Continuous improvement
Regular updates ensure processes remain relevant, equitable, and accessible.
Neuro-inclusive strategies: Applies to standalone work samples and work samples presented in interviews
Regular updates: Review and revise submission guidelines and evaluation criteria based on feedback, either verbally or written or even using an anonymous survey. Making sure recruitment methods also align with current laws and regulations which can change over time.
- Collect feedback: Use anonymous surveys to gather insights from candidates on the inclusivity of the process.
- Use technology: Incorporate assistive tools, such as accessible platforms or automated submission checks, to streamline the process.
By ensuring the work sample assessments process is neuro-inclusive, employers can create a recruitment process that highlights the true potential of all candidates.
