Work sample
A work sample is an assessment in which a candidate completes a representative task for the role and may discuss the result. It gives evidence of a defined capability, but cannot measure every relevant skill, motivation, or working condition.
Make the task answer a real question
A work sample should show evidence that the team actually needs. The OPM’s guidance on work samples and simulations describes them as reproducing relevant work tasks. Start by identifying those tasks and the competencies involved, then decide whether a sample is a proportionate way to assess them.
A customer-support response may reveal how someone explains a difficult issue. A planning exercise may reveal how they reason with incomplete information. Neither needs to imitate a day of unpaid production work to be informative.
Set the conditions before candidates begin
Explain the purpose, expected effort, materials, deadline, who will review it, and whether the output will be used beyond assessment. Keep the task bounded and relevant. If the work resembles material the organisation could use, address compensation and rights before asking for it. Employment and intellectual-property rules vary, so this is a practical safeguard, not legal advice.
Use the same brief and assessment criteria for comparable candidates. A structured interview can then explore the decisions behind the submission, rather than merely rewarding polish or familiarity with the format.
Read the result in context
The OPM also notes that work samples may be unsuitable where an employer intends to teach the skill after selection. A sample is one source of evidence. Record what it demonstrated, what remained unknown, and how it will be weighed with the rest of the process.