Job Skill Assessments: What Candidates Should Know

By: Carly Richter, Career Coach & Sr. Recruiter

Okay, candidates, let’s talk about job skill assessments, which are commonly used during the interview process.

They can be nerve-wracking. They can be stressful. But they’re also sometimes a necessary part of interviewing, especially in certain industries and roles.

For example, my husband interviewed for several engineering roles, and every single interview process included some type of technical job skills assessment.

In marketing and design roles, portfolios are often a normal and expected part of the process.

And if you’re applying for a role where you’ll be living in Excel every day or using highly specialized software, don’t be surprised if the employer wants to verify those skills.

Let’s break down everything you need to know about job skill assessments if you happen to run into one during your job search.

Different job skill assessments for different roles

The thing is, job skill assessments can look very different depending on what role you’re applying for.

They might be a take-home assignment, a portfolio review, a live exercise during an interview, or simply more in-depth interview questions designed to understand your experience and approach.

Let’s talk about portfolios for a minute.

Privacy is a valid concern, and I hear that concern from candidates regularly.

I once had a client who wanted candidates to create an original marketing piece as part of the interview process.

Yes, take-home assignments can sometimes feel tedious, and it’s reasonable to wonder, “What if they use my work?”

In this case, we structured the process so that candidates presented their work during the onsite interview, but never shared the actual files with the client.

The goal wasn’t to get free work. It was to understand how candidates interpreted the brand and approached a project.

A thoughtful employer should be clear about how your work will be used and why they’re asking you to complete the exercise in the first place.

If you’re unsure, it’s okay to ask questions!

You can always ask:

• How they’ll evaluate your work
• Whether they’ll share it internally
• What they hope to learn from the exercise

 

Job skill assessments aren’t about getting every single answer right

Seriously, I promise that you don’t need to be perfect.

Here’s what most employers are looking at:

• How do you approach a problem?
• How do you think through challenges?
• Do you have the depth of knowledge needed for the role?

My husband, for example, completely bombed the first engineering skills assessment he took.

Unsurprisingly, he didn’t get the job. But he learned from the experience, knew what to expect the next time, and performed much better in future interviews.

Today, he’s an engineer. One assessment didn’t define his career.

Sometimes, participation is simply part of the process

I had a candidate who didn’t want to complete the marketing exercise I mentioned earlier, and I completely understood their concerns.

Unfortunately, the client chose to move forward with candidates who participated in that part of the process.

It ended up being a positive conversation and a respectful parting on both sides, but it was a reminder that sometimes employers need information that can only be gathered through a demonstration of skills.

 

Job skill assessment red flags to watch for

There are also some red flags to be aware of when it comes to job skills assessments.

Be cautious if you’re asked to complete multiple assessments before you’ve even spoken with a human being.

Watch for vague instructions, requests to create actual client deliverables, or situations where you aren’t given the opportunity to ask questions.

The interview process often tells you a lot about a company. How they communicate, how they treat candidates, and how much they respect your time can indicate what it’s like to work there.

If something feels off, trust your instincts!

Other things to know about job skills assessments

There are a few other things worth mentioning:

If you need an accommodation during the assessment process, it’s okay to ask for one.

And when it comes to AI, ask questions before using it.

Some employers may allow AI tools during an assessment, while others may specifically prohibit them. If expectations aren’t clear, don’t guess. Ask.

 

A note about personality assessments

Personally, I see the most value in personality assessments after hire.

They can provide useful insights into communication styles, collaboration preferences, and how managers can best support you as a new employee.

In my opinion, they shouldn’t replace interviews, skills demonstrations, or other job-related evaluation methods during the hiring process.

Instead, I think they’re most effective as a tool to help teams work together more successfully once someone has already joined the organization.

 

A job skill assessment and a working interview are not always the same thing

Finally, let’s talk about working interviews.

A job skill assessment is typically designed to demonstrate your abilities.

A working interview is when you’re actually performing the job in a real work environment.

If a company asks you to perform actual work for several hours, it’s reasonable to ask whether you’ll be compensated for your time.

A thoughtful employer should be able to explain:

• The purpose of the exercise
• How long it will take
• Whether you’ll be paid

 

At the end of the day, job skill assessments are simply one part of the hiring process.

When they’re designed thoughtfully, they can help employers understand your abilities and give you an opportunity to demonstrate your strengths.

Ask questions, advocate for yourself when needed, and remember that no single assessment defines your value as a candidate!

 

If you’re looking for your next role and want some extra help navigating interviews and skill assessments, be sure to check out our Career Coaching services here!