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1. It’s Too Long

If your task takes 2+ hours and you’re not paying for it, you’re asking a stranger to do free work for a job they might not even get. That’s not assessment – it’s exploitation.

It signals a lack of respect for their time.

Fix it:

• Keep take-homes under 90 minutes
• Let them do it async.
• Offer compensation for anything longer or intensive (and mean it)

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2. You’re giving the task too early

One of the biggest red flags for candidates is being asked to complete a task before speaking to a single person.

No intro call. No context. No relationship.

Just a test – like they’re being asked to prove they’re worthy of your time.

It doesn’t just feel cold, it feels like a filter. And it sends the message that your process values efficiency over experience.

Fix it:

• Always start with a Talent or HR screening call — even a quick one
• Use that conversation to give context, build rapport, and answer early questions
• Position the task as part of a collaborative process, not a hurdle

Candidates are far more likely to invest effort in a process they feel part of — not one they feel thrown into.

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3. It’s Not Role-Relevant

Far too many tasks test generic skills – not the actual job.

If you’re hiring a marketer and asking them to “rebrand the company,” or a product manager to redesign your app from scratch… you’re not assessing. You’re outsourcing strategy.

Fix it:

• Use real problems the role will face
• Focus on how they think, not just what they deliver
• Align the format with the level (e.g. a 15-min teardown might be more telling than a 6-slide deck)

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4. There’s No Context

“Please complete the attached task.”

No background, no objectives, no audience. Just an instruction.

When tasks lack context, you’re not testing skills – you’re testing mind-reading.

Fix it:

• Show an example or a model answer (it levels the playing field)
• Give clear instructions
• Tell them who it’s for, what matters, and what you’re looking to learn

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5. Feedback? What Feedback?

Most candidates never hear anything after submitting a task. Or worse – they get a rejection with no explanation.

They’ve invested their time, the least you can do is tell them why it didn’t move forward.

Fix it:

• Set expectations upfront: “We’ll share feedback within X days”
• Send a quick summary of what worked / didn’t
• Even better – offer a short call (especially if their output was close)

It’s a small gesture that pays off in long-term brand and referrals.

6. It’s the Only Thing That Matters

When you treat the task like the be-all-end-all, you ignore everything else the candidate brings:

• Their experience
• How they communicate
• Their values, curiosity, and team fit

A bad task can block brilliant people. A good task should support the decision – not make it.

Fix it:

Make sure the task is:

• One part of a well-rounded process
• Framed as an insight tool, not a pass/fail test
• Debriefed in a real conversation – not just “we’ll be in touch”

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Final thought

Tasks aren’t the problem. Bad ones are.

Done right, they give candidates a taste of the work, and give you a view into how they think.

Done wrong, they create frustration, dropouts, and bad Glassdoor reviews.

Your task should reflect how you operate as a company.

Clear. Respectful. Worth doing.

If it doesn’t… maybe it’s not the candidate that needs improving.

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Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.