Evaluate candidate work samples fairly and consistently

Look through any portfolio materials the candidate has already sent over. Check for:

• Quality and relevance of previous work
• How well it matches the role requirements
• Any red flags or gaps in experience

Portfolio: {{portfolio-of-work-samples-7822066}}

Tip: Take notes on what you see so you can ask follow-up questions later.

Write down exactly what you need from the candidate. A good brief includes:

• Skills to demonstrate: What specific abilities should this sample showcase?
• Format requirements: File type, length, or structure expectations
• Time estimate: How long should this realistically take?
• Deadline: When do you need it submitted?
• Evaluation criteria: What will you be looking for?

Remember: Vague briefs lead to vague submissions. Be specific about what success looks like.

Email the work sample brief to the candidate. Include:

• The complete brief with all requirements
• A clear deadline (date and time with timezone)
• Submission instructions (how and where to send)
• Your contact info for questions
• Estimated time commitment (be honest - respect their time)

Pro tip: Invite questions upfront. A candidate who asks clarifying questions often produces better work than one who guesses.

Review the candidate's submission against your evaluation criteria. Consider:

• Quality of output: Does the work meet professional standards?
• Following instructions: Did they address all requirements?
• Problem-solving approach: How did they tackle the challenge?
• Attention to detail: Are there careless errors or is it polished work?
• Going above and beyond: Did they add thoughtful extras or just meet the minimum?

Document your observations using a consistent scoring rubric so you can compare candidates fairly.

Share the work sample with other relevant team members and get their input. Different perspectives catch different things.

• Ask at least one other person to review independently
• Have them score against the same criteria you used
• Talk through any significant differences in assessments
• Note specific concerns or standout qualities

Keep it simple: A quick 15-minute review is often enough. You're not asking for a dissertation, just fresh eyes on the work.

Close the loop with the candidate regardless of the outcome. Timely communication shows respect for their effort.

If moving forward:

• Thank them for their work
• Share what impressed you
• Explain the next steps clearly
• Give a timeline for the next stage

If not proceeding:

• Thank them sincerely for their time
• Keep feedback brief and professional
• Wish them well in their search

Remember: Today's candidate might be tomorrow's client or referral source. People remember how you treated them.