Leverage an Experiential Assignment to Gauge Candidate Skills

T3 Talent


Most people have heard the cliche, “Put your money where your mouth is.” According to the Cambridge Dictionary, this idiom means to show by your actions and not just your words that you support or believe in something. 

When it comes to the hiring process, having a way to make sure a candidate can “put their money where their mouth is” can be accomplished by giving top candidates an experiential assignment, which is a way to ascertain whether or not the candidate can really do the job. It might take a little creativity, but the end result is the ability to see if they really do have the skills and experience needed for the role.

Experiential Assignment Steps - Talent

Following are some creative assignments for different roles:

  • Consultant: Conduct a consultation in person or on the phone.

  • Salesperson: Make a sales presentation.

  • HR manager: Conduct a disciplinary session with a non-performing employee.

  • Customer service representative: Simulate a disgruntled customer by calling into a mock call center.

  • Graphic artist: Hire as a contractor to produce marketing content.

  • Executive assistant: Produce a letter or professional communication on the spot.

  • Accounting clerk: Create a specific excel spreadsheet.

Job skills aren’t always obvious and can be difficult to screen for during a standard interview. Incorporating an experiential assignment into the hiring process can be a game changer. 

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