Interviews
How to use structured work samples before interviews.
A structured work sample turns the first interview from a cold read into a more focused conversation about how a candidate approaches the work.
01Choose the decisions that define the role
Do not begin with a generic competency list. Ask the hiring manager which decisions will matter in the first six months: how the person will prioritize, communicate, troubleshoot, or earn trust. Limit the list to a few items that distinguish success in this specific job.
02Write a realistic, bounded prompt
Frame a scenario that is familiar enough to be fair but specific enough to invite real judgment. Tell candidates what information they have, what outcome matters, and how much time the response should take. A good prompt asks for an approach, not a polished deliverable.
03Create the rubric before answers arrive
For each trait, define observable evidence at a few levels. Reviewers should know what they are looking for before they see a candidate's name, resume, or writing style. That makes the assessment easier to run and the final choice easier to explain.
04Turn responses into better live interviews
Use the answer as a starting point: ask what the candidate would change with a new constraint, why they made a tradeoff, or how they would communicate their plan. The interview can now test depth and collaboration instead of spending its opening minutes recovering information the candidate already provided.
Questions
What makes a work sample structured?
Every candidate receives a comparable prompt, reviewers use the same pre-defined criteria, and the evidence is recorded alongside the decision.
When should a work sample happen in the hiring process?
For many roles, a brief work sample fits after a basic application review and before a live interview. Keep the effort proportional to the candidate's stage and the role.