In this episode, inspired in part by my new friend Molly's LinkedIn post about undergoing 10 job interviews for a contract L&D position, I talk about the dreaded job interview assignment.
This episode is both for job seekers and hiring managers because I give best practices for what you should be looking for in a job interview assignment, including the following:
- Every job interview should be part of a structured process that is clearly communicated to candidates. This is what we DO as L&D professionals, we should be clearly communicating up front how many interviews, if there's an assignment, and the goal start date of the candidate.
- If given, job interview assignments should NOT be arbitrary - the assignment should clearly align with its purpose and HAVE a purpose. Is the purpose to show proficiency with a particular tool? Then, it should do that. It shouldn't be "create a 30-minute eLearning module on the topic of your choice" because that's what their portfolio is for.
- If the assignment is going to take the candidate more than 3 hours, it should be paid. Also, you should never use a candidate's work or ask for source files.
If a job interview assignment feels icky, you should trust your gut!
To learn more and get more great resources:
