How do you create a work sample test for creative roles?

1 Define the goal

The first step to create a work sample test for creative roles is to define the goal of the test. What do you want to measure and why? What are the essential skills and competencies that the role requires? How do they align with the job description and the company culture? By defining the goal, you can narrow down the scope and focus of the test, and avoid asking irrelevant or unrealistic questions. You can also use the goal to communicate the purpose and expectations of the test to the candidates, and to explain how you will evaluate their performance.

2 Design the task

The next step is to design the task that the candidates will have to complete. The task should be relevant to the role and the company, but not too specific or confidential. For example, you can ask a graphic designer to create a logo for a fictional brand, a copywriter to write a catchy headline for a blog post, a video editor to edit a short clip from a raw footage, or a web developer to build a landing page for a mock product. The task should be challenging enough to test the candidates' skills and creativity, but not too difficult or time-consuming that it discourages or frustrates them. You should also provide clear instructions, guidelines, and resources for the task, such as the brief, the format, the deadline, and the tools.

3 Evaluate the results

The third step is to evaluate the results of the work sample test. You should have a set of criteria and a rubric to score and compare the candidates' work objectively and consistently. The criteria should reflect the goal of the test and the skills and competencies that you want to assess. For example, you can evaluate a graphic designer's work based on the aesthetics, originality, functionality, and alignment with the brief. You can also use a rating scale, such as 1-5 or poor-excellent, to quantify and standardize your feedback. Additionally, you should consider the process and the context of the work sample test, such as how the candidates approached the problem, used their tools, and handled constraints and challenges.

4 Provide feedback

The final step is to provide feedback to the candidates on their work sample test. Feedback is important for both the candidates and the hiring team, as it helps them learn from their strengths and weaknesses, improve their skills and performance, and build trust and rapport. You should provide constructive and timely feedback, highlighting both the positive and negative aspects of the candidates' work, and explaining the reasons and evidence behind your evaluation. You should also invite the candidates to ask questions, share their thoughts, and justify their choices and decisions. Feedback can be given in different ways, such as written comments, verbal discussions, or video calls.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?