Written by Vaclav Koranda

Assignments in the Hiring Process And How to Handle Them

More and more companies are asking candidates to complete assignments as part of the hiring process. These tasks can range from case studies and presentations to coding challenges or writing samples. While they may feel intimidating, assignments are actually an opportunity to showcase your skills, stand out from other applicants, and prove you’re the right fit for the role.

Why Employers Use Assignments

Assignments are designed to give hiring managers a clearer picture of your capabilities. Résumés and interviews can only go so far; they show how you can talk about what you’ve done and how you present yourself, but not necessarily how you think or solve problems. Moreover, you will spend only a few hours with the representatives of a prospective employer, yet they are expected to make a long‑term and costly commitment based solely on that brief interaction. Scary, isn’t it?

But by giving you a practical task, employers can evaluate your technical skills, creativity, communication style, and even how you manage time under pressure much better. In short, assignments help them answer the question: Can this person actually do the job, or can he just talk about it?

So perhaps you should think twice before you decide to throw in the towel — check out my advice at the end of this article.

Common Types of Assignments

Assignments vary depending on the industry and role, but most fall into a few familiar categories:

  • Case studies: You’re given a business scenario and asked to analyze the problem, propose solutions, and sometimes present your recommendations. These test analytical thinking and structured problem‑solving.
  • Technical tasks: Coding challenges, data analysis, or design projects are common in technical fields. They measure accuracy, efficiency, and creativity under constraints.
  • Writing samples: Marketing, communications, and editorial roles often require candidates to produce articles, reports, or copy. These reveal clarity, tone, and adaptability.
  • Presentations: Some employers ask candidates to summarize findings or pitch ideas. This tests not only your ideas but also your ability to communicate them persuasively.
  • Role‑play exercises: In client‑facing or leadership roles, you may be asked to simulate a meeting, negotiation, or sales call. These highlight interpersonal skills and adaptability.

Understanding the type of assignment you’re facing helps you tailor your approach and focus on the skills the employer values most.

How to Approach Assignments

The first step is to clarify expectations. Don’t hesitate to ask questions about scope, format, or deadlines. Knowing exactly what’s required will save you from wasting time on unnecessary details. Once you understand the task, break it down into manageable steps and plan your time carefully. Even if the deadline feels short, a structured approach will help you deliver something polished.

When working on the assignment, focus on showcasing the skills most relevant to the role. If it’s a technical challenge, highlight accuracy and efficiency. If it’s a writing sample, emphasize clarity and tone. And if it’s a presentation, make sure your ideas are not only strong but also communicated in a way that’s easy to follow.

Professionalism matters too. Treat the assignment as if it were real work you were doing for the company. Present your findings neatly, proofread carefully, and consider adding visuals or structured formatting if appropriate. Small touches can make a big difference in how your work is perceived.

Pro Tip: Don’t Let Yourself Be Exploited — But Still Win

You always have the right to decline an assignment if you feel it’s inappropriate or unfair. Some companies (not all though) clearly use this technique to extract know-how from candidates without any intention of hiring them, essentially exploiting free labor. If you sense you’re in that position, it’s perfectly fine to say no. Or perhaps the assignment is simply overwhelming — that’s valid too.

However, my recommended approach in such cases is to provide a teaser rather than the full solution. Show them how you would approach the task without actually completing it. Then make it clear: “This is a substantial project that would realistically take x months to complete. I’d be happy to support you as a freelancer or on a short‑term contract. If you’ll be satisfied with my work, we can then discuss a longer‑term arrangement.”

This way, you protect your own time and expertise yet you don’t shut the door on the opportunity immediately. Instead, you demonstrate value and even position yourself above other candidates as a low‑risk hire.

Conclusion

Assignments in the hiring process are here to stay, and candidates who learn to handle them effectively will have a clear advantage. By clarifying expectations, managing your time, and treating the task like real work, you can turn what feels like a test into a showcase of your strengths. Remember: the assignment isn’t just about proving you’re qualified — it’s about showing that you’re the kind of person who can deliver value from day one.

Good luck!

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