Thanks to your feedback, the candidate will understand why he did not pass the test and did not receive payment. If you have chosen a paid form of test assignment, then be honest with candidates. Pay for quality work as promised. And explain why you are not ready to pay. The company’s reputation is more important than the money saved. Formulate the task clearly The task must be written clearly and accessible.
After reading the task
Here we do not mean the level of difficulty, but the structure and organization of the task. Here are some general guidelines: The test itself and all additional singapore phone number library information must be in one file. The applicant uses one link, and does not get confused in several messages. The task should be sufficiently detailed, but still not look like a step-by-step instruction.
The candidate who responds to your
Vacancy already understands the context. Check that the candidate does not need to register on websites, pay for subscriptions or download rare applications. If you are looking for, for example, a developer and want to give a task on a specific application, then warn about this. When composing test tasks, you need to focus on the candidate’s level.
If you are looking for a junior
Do not describe complex terms in the test. Before sending the task, let several people from your team read it. If someone has questions, this is a reason to revise the task. Write the verification deadlines Evaluation of tasks takes time. The system of test tasks and so you have to agree that looking for opportunities by calling should be your daily activity their verification should be built so that it does not take several weeks. Formulated evaluation criteria will help speed up the process. It is advisable to write to the candidate how long you will respond.
Applicants also choose advantageous offers
And should understand what to expect. Otherwise, you risk being left without a talented employee, although he could have waited if you had warned him. Improve tasks buy lead Not only can candidates’ work be unsuccessful, but the tasks themselves can be composed incorrectly. The better the quality of the tasks, the greater the chances of finding the right person faster. To develop test tasks and improve them, ask for feedback from applicants who have completed them. Was everything clear, how long did it take, how adequate is the task for assessing their professional and business qualities.