Looking for Job?
Sign Up as a Candidate
x

Work sample test and structured interview for {role_name}

After shortlisting, assess candidates' skills with a work sample task, followed by an assessment and thorough evaluation.

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

How to structure the interview to assess skills and cultural fit for {role_name}

Work sample test (Home assignment)

Recruitment Bullet

Assess the candidate’s practical skills by assigning a real-world task similar to the work they would do if hired.

  • Title: Client Proposal Creation and Presentation
  • Objective: Assess the candidate’s ability to understand client needs, create a tailored sales proposal, and deliver a compelling presentation.
  • Requirements:
    • Review a fictional client background (industry, business need, budget).
    • Prepare a 2–3 page sales proposal recommending one of your company’s solutions.
    • Record a 5-minute video pitching the proposal (or present live in interview).
    • Submit the proposal and video within 48 hours.‍
  • ‍Time Frame: 2 days (48 hours) from task assignment.

Questions based on home assignment : 

Recruitment Bullet

Once done with work sample test evaluate the candidate’s technical proficiency based on the work sample task.

Technical questions

Recruitment Bullet

Duration : 10 minutes/question

Q1. How did you identify the client’s core needs from the background information?

  • Expected Answer: Identifies business challenges, budget constraints, and desired outcomes; connects these to the solution proposed.
  • Sample Answer: “I analyzed the client’s declining sales and limited marketing budget, which indicated a need for a cost-effective CRM. I highlighted our CRM’s affordable packages that align with their needs.”

Q2. What key elements did you include in your sales proposal to persuade the client?

  • Expected Answer: Problem statement, tailored solution, clear value proposition, expected outcomes, and next steps.
  • Sample Answer: “I opened with the client’s problem, proposed our CRM with case studies, provided pricing options, and recommended a pilot program.”

Q3. How did you structure your pitch to maximize client engagement?

  • Expected Answer: Logical flow, client-focused language, calls to action, use of data or storytelling.‍
  • Sample Answer: “I started with a relevant story, kept the language simple, used visuals, and ended with a call to action for a meeting.”

Behavioral questions

Recruitment Bullet

Duration : 10 minutes/question

Q1. Tell us about a time you had to prepare a sales proposal under a tight deadline. How did you manage your time and quality?

  • Expected Answer: Describes organization, prioritization, and outcome.
  • Sample Answer: “I broke down the proposal into tasks, set mini-deadlines, and reviewed my work twice before submission. The client appreciated the thoroughness despite the time crunch.”

Q2. Describe a situation where a client was not convinced by your initial proposal. What did you do?

  • Expected Answer: Shows persistence, adaptability, and active listening.
  • Sample Answer: “I asked for feedback, revised the proposal to address specific objections, and followed up with supporting data. The client later agreed to a pilot.”

Q3. How do you ensure your proposal reflects both the client’s needs and your company’s capabilities?

  • Expected Answer: Balances customization with feasible solutions.‍
  • Sample Answer: “I always check with our product team to ensure what I’m proposing is deliverable, while making sure to address every client need from our discovery call notes.”

How to evaluate and compare candidates after interviews?

After interviews, it's important to evaluate and compare candidates based on a set of predefined criteria.Use scorecard to evaluate each candidate.

Recruitment Bullet

Sample scorecard based on pre-defined criteria. Here’s an example:

Criteria Rating (1-5) Comments
Understanding of client needs
Proposal structure & clarity
Communication & presentation
Problem-solving approach
Commercial awareness
Cultural fit/team values
Responsiveness/ownership

"Standardize interviews" – Use our customizable scorecard templates

Learn More  ->Get a demo

What criteria should be used to make the final hiring decision?

Final decisions should be based on the candidate's overall evaluation score, with a focus on important qualifications. Prioritize technical skills above everything else for a {role_name}, but do not forget about communication and cultural fit.

Recruitment Bullet

How to communicate the decision to candidates

Sample offer letter for {role_name}

Subject: Offer of Employment – Account Executive at [Company Name]

Dear [Candidate Name],

We are pleased to offer you the position of Account Executive at [Company Name]. We were impressed by your skills, experience, and the quality of your work sample.

Start Date: [Start Date]
Salary: [Salary/Compensation Details]
Benefits: [Highlight Key Benefits]
Reporting To: [Manager/Supervisor Name]

Please find attached the official offer letter outlining your employment terms. Kindly sign and return a copy by [date].

We look forward to welcoming you to our team!

Best regards,
[Your Name]

[Your Title]
[Company Name]
[Contact Information]

‍

Sample rejection letter for {role_name}

Subject: Your Application for Account Executive – [Company Name]

Dear [Candidate Name],

Thank you for taking the time to apply and participate in our interview process for the Account Executive position. After careful consideration, we have decided to move forward with another candidate.

We appreciate your interest in [Company Name] and the effort you invested in your application and work sample. We will keep your details on file for future opportunities.

Wishing you all the best in your career ahead.

Kind regards,

[Your Name]

[Your Title]

[Company Name]

[Contact Information]

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary