Assessments
Resume screening vs work samples: use the resume for context and the work sample for proof.
Neither method has to replace the other. The strongest process gives the resume its proper role, then asks for a small piece of evidence that resembles the job.
01What resumes are good at
Resumes summarize chronology, scope, credentials, and the environments where someone has worked. They help a recruiter prepare a useful question and help a candidate frame their own experience.
They do not consistently show how a person makes a tradeoff, communicates under pressure, or applies knowledge to your specific problem. Those are often the very questions a hiring manager needs answered.
02What a work sample is good at
A work sample asks someone to respond to a realistic, bounded prompt. It can reveal reasoning, craft, communication, and judgment. It is strongest when the candidate sees a clear connection between the question and the role.
A work sample is not an excuse to get free labor. Keep it short, use hypothetical or already-solved scenarios, give consistent instructions, and compensate candidates when the requested work is substantial.
03A practical sequence for high-volume roles
First, review applications for baseline requirements and context. Next, invite qualified candidates to a short set of role-specific questions. Have the recruiter and hiring manager review the same answers with a shared rubric. Then use the first interview to probe the response rather than repeat basic screening questions.
This sequence gives candidates more ways to demonstrate strength than a keyword screen alone, while helping your team reserve live time for conversations that can change the decision.
04Design the sample for fairness
Offer a reasonable time window, make instructions unambiguous, and choose the format that fits the work. Written responses are often right for analytical or written roles. A short recorded answer may make sense for a customer-facing role. Consider accessibility and allow accommodations.
Most importantly, score the same things for everyone. A clear rubric protects candidates from vague impressions and gives reviewers a shared language for disagreement.
Questions
Are work samples better than resumes?
They answer different questions. Resumes provide context; short, job-specific work samples provide direct evidence of relevant thinking or craft. Used together, they are stronger than either one alone.
Do candidates dislike pre-interview assessments?
Candidates tend to respond better when an assessment is brief, relevant, transparent about how it will be used, and proportional to the stage. Avoid long or speculative take-home assignments.