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A resume is a set of claims; a job-relevant work sample lets an employer observe selected skills in action. Neither is a lie detector, and a work sample cannot prove someone’s entire work history or guarantee future performance. The practical approach is to match the assessment to the job, score it consistently, and use structured references to check past-work claims.
What a work sample can—and cannot—show
A work sample asks a candidate to perform a task or demonstrate a behavior related to the role. Assessors may observe how the candidate works or evaluate the resulting work product. The U.S. Office of Personnel Management (OPM) describes examples such as a task performed at a workstation similar to the job and a role-play exercise assessing broader competencies. See OPM’s work samples and simulations guidance.
This makes a sample a different kind of evidence from a resume: it shows performance on a particular task under particular conditions. It does not establish that every resume claim is true, that the candidate will perform equally well in every situation, or that the sample predicts all aspects of future job performance.
Design the task around real, entry-level job requirements
Start with the important duties and competencies for the position, then create a task that represents them. Under the federal selection-procedure regulation, content validity is grounded in sampling job behaviors or work products; the procedure’s manner, setting, and complexity should approximate the work situation. The regulation says, “The closer the content and the context of the selection procedure are to work samples or work behaviors, the stronger is the basis for showing content validity.” See 28 CFR § 50.14.
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OPM advises using a work sample when applicants are expected to possess the competency when they enter the role. Its guidance states: “As with job knowledge tests, work sample tests should only be used in situations where applicants are expected to possess the required competencies upon entry into the position.” The EEOC’s interpretation of content validity likewise cautions that skills employees are expected to learn after hire generally are not appropriate prerequisites for entry selection. See the EEOC’s interpretation of the Uniform Guidelines.
- Use a task tied to an important job duty, not a puzzle or proxy skill that has little connection to the work.
- Keep the task’s context and complexity reasonably close to the work candidates would actually do.
- Assess only competencies that genuinely need to be present at entry; do not screen candidates for skills the employer plans to teach.
- Explain what the assessment measures and why that competency matters.
Make scoring consistent and proportionate
A realistic exercise can still produce weak evidence if candidates receive different instructions or assessors use inconsistent standards. OPM recommends an up-to-date job analysis, standardized collection of information, and consistent treatment of candidates. Use a clear scoring rubric tied to the role’s requirements, and train assessors when their observations inform the score.
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Work samples take time and money to develop and administer; observation may require trained assessors. OPM’s guidance therefore supports focusing them on critical, job-relevant competencies rather than creating an elaborate exercise for every resume bullet. Keep the time burden and task scope proportionate to what the hiring decision requires.
Use structured references to check past-work claims
A work sample tests selected performance now; a reference check can help verify information the applicant supplied and relate past experience to the job’s competencies. OPM recommends building reference checks around job analysis, asking references the same job-related questions, and using standardized data collection and ratings. See OPM’s reference-checking guidance.
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These methods answer different questions. A reference can speak to prior experience but is not a substitute for observing a relevant task. A work sample provides direct evidence about one exercise but does not independently verify the candidate’s employment history. Resume review, references, and a work sample are most useful when each is tied to a distinct hiring question and assessed consistently.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Know the U.S. rules for third-party employment reports
In the United States, a third-party background report or algorithmic score used in an employment decision may qualify as a consumer report under the Fair Credit Reporting Act (FCRA). The Consumer Financial Protection Bureau’s June 3, 2024 circular explains that FCRA obligations can include obtaining the worker’s permission and providing notices before and when taking adverse action. Workers also have rights to learn about and dispute information in a report. Read the CFPB’s June 3, 2024 circular.
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This is U.S. federal guidance, not a survey of state or local requirements. Employers using a third-party report should determine which rules apply to their location and process rather than assuming the federal overview resolves every obligation.
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- To assess a critical skill expected on day one: consider a realistic, scoped work sample with standardized scoring.
- To check a candidate’s account of prior work: use structured, job-related reference questions and consistent ratings.
- To decide whether either method is worthwhile: weigh job relevance, candidate time, assessor training, and development and administration cost.
No method is best for every role. The defensible choice is the one that measures a real job requirement without claiming more than its evidence can show.
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