Prepare a candidate for a requested work sample
Clarify the purpose and timing of a client work sample so a candidate can decide whether to proceed.
A work sample can help a client evaluate a skill, but a candidate deserves a clear description before investing time. The recruiter should confirm what the exercise asks for, who reviews it, expected time, deadline, and whether the client will use the result only for evaluation. If important facts remain open, ask the client process owner before presenting the request as settled.
Describe the exercise in ordinary terms. A candidate may accept, decline, request clarification, or need time to consider it. Do not characterize a task as brief unless the client has supplied an estimate. Record consent to proceed and make sure the candidate has the channel for submitting questions.
Recruiter Jules told candidate Priya, “The team requests a spreadsheet exercise after the first interview.” Priya asked, “Will I be building something they use?” Jules said, “I do not have that answer yet. I will ask the process owner how the exercise is reviewed and whether it is retained.” The next day Jules returned: “They will use a fictional data set, two reviewers will score it against a rubric, and they estimate ninety minutes. Would you like to receive it?” Priya said yes and asked for a Monday deadline.
Practice by taking an unclear assessment request and listing the five facts a candidate needs before agreeing. Roleplay a candidate who asks whether their work will be reused. Practice pausing to verify rather than guessing. Finish by reviewing the message you would send after confirmation. It should state the task, reviewer, time estimate, deadline, and way to ask a question.
Practice these next
A recruiter can build trust by separating verified compensation and employer details from information that still needs client confirmation.
A recruiter can protect an executive candidate’s privacy by confirming who will receive information and when the employer is named.
A recruiter can give a bilingual service candidate the verified role facts needed to decide whether an interview is worthwhile.
Keep the candidate informed and give the client a timely factual update when timing shifts.
Handle an accommodation request by connecting the right people and limiting details.
Give candidates a clear update when duties or schedule change after outreach.