VA Guide - Authorify

13. Are you looking to advance within our company, if hired? 14. If you were hired, what is something you are looking to get out of this job opportunity? 15. Do you have any questions for me?

Test Tasks that are Separate from Job Description/Application Test Tasks can come either before or after the interview process, depending on how specialized the role is that you’re hiring for. If, for example, you are hiring for a graphic designer role, you might ask them to complete a test task before the rest of the interview process. In more generalized administrative roles, you might wait until after the candidate has been interviewed and seems promising. The test task will show those who are really interested in getting the job because it’s those very people who will take the right amount of time to complete your task well. It will also show you how each applicant thinks, and what their work style is. Even though it might be difficult to design a test task for some jobs, I still believe test tasks are the best form of weeding out unqualified applicants. Once you weed people out by who followed the application instructions, develop a test based on the skills your new hire will need to complete the task(s) you need to have done. For example, I’ll have a graphic designer create some graphics for me as their test task. For a blogger, I might have them write an article for me on a topic of my choosing, so I can evaluate their writing skills. It’s in your best interest to closely match the test conditions to the job you have for them. When Is a Test Task Not Necessary? We use a test task when the applicant will need to do a specific kind of task to successfully hold the position. Here are a few assistant roles from the previous section that may NOT require a separate test task, other than evaluating them throughout the application process: ● Scouting Leads

● Following Up with Your Leads ● Helping You Obtain Listings ● Prospecting ● Converting Leads