One interview alone rarely gives hiring managers enough insight into a candidate’s true capabilities. Employers want to see how applicants think, respond and adapt
This shift has led to more task-based interviews, which can be daunting for candidates – especially those prone to nerves. As a recruiter, your role is important. You’re not just matching CVs to job descriptions; you’re guiding real people through a stressful process, helping them show their best selves when it matters most.
Understanding task-based interviews
Task-based interviews test how a candidate applies their knowledge to real-life scenarios. Instead of answering abstract questions about strengths and weaknesses, they might draft a project plan or resolve a fictional client issue on the spot.
Employers use these formats because they reveal how people solve problems under realistic conditions. They help distinguish candidates who are good at talking about their skills from those who can actually demonstrate them in action.
Preparing candidates for the task
When a candidate uses a recruitment agency to help them find a job, they need help with a range of aspects of the process. Beyond finding the job and arranging the interview, your job is to make sure you prepare candidates for this tasked-based style of interview.
Help them understand it isn’t about perfection; it’s about showing their working process, adaptability and critical thinking. Getting them to practise the types of tasks they’re likely to face will go a long way towards putting them at ease.
Other prep to help them with includes:
· Telling them to read the job description closely. Ask them to match each requirement with a specific example from their own history. That alignment between experience and expectations is often what makes the difference in a competitive interview.
· Encouraging them to thoroughly research the company. Tell them to look beyond its mission statement and dig into recent projects, team structures and even the software they use.
· Introducing them to the STAR technique (Situation, Task, Action, Result). This is a clear method to structure their answers when explaining past experiences. Get them to use it in mock interviews so they get comfortable explaining how their previous work tallies with the demands of the role.
Post-interview reflection
Many candidates walk away from an interview without reviewing what went well or what could be improved. Encourage them to take 10 minutes afterwards to jot down their thoughts. Which questions caught them off guard? When did they feel most confident? This simple step helps create a feedback loop.
If feedback is offered, urge them to request it, even if they got the job. Constructive insights can shape how they approach future interviews. If feedback isn’t given, they can still reflect on body language, timing, and clarity of their answers.
As a recruiter, prompt your candidates to look at interviews as learning experiences, not just pass-or-fail tests. Each task-based interview is a rehearsal for the next opportunity, and your guidance can help them make every round count.