The practice of asking content writers to submit 1,500-2,000 word articles or blog posts as part of a job application is not only unfair but also counterproductive for both hiring managers and candidates. Here’s why this approach is problematic and what can be done instead:

Why This Practice is Unfair and Inefficient:

1. Uncompensated Labor: Writing a 1,500-2,000 word article is a significant time investment, often taking several hours or even days to research, draft, and polish. Asking candidates to do this for free is essentially asking them to work without compensation, which devalues their skills and time.
2. Inequitable Barrier: Not all candidates have the luxury of spending hours on unpaid work. Those with full-time jobs, caregiving responsibilities, or financial constraints are disproportionately disadvantaged, which limits the diversity of applicants and potentially excludes highly qualified individuals.
3. Poor Indicator of Fit: A single long-form piece may not accurately reflect a writer’s versatility, adaptability, or ability to meet specific business needs. Writing for a hypothetical scenario is different from writing for a real audience with clear goals and feedback.
4. Exploitative Potential: There’s a risk that companies could use these submissions for their own purposes without hiring the candidate, effectively getting free content at the expense of applicants.
5. Inefficient for Hiring Managers: Reviewing lengthy articles from multiple candidates is time-consuming and may not provide the most relevant insights into a writer’s suitability for the role.

A Better Solution:

Instead of requiring lengthy unpaid work, hiring managers can assess a candidate’s skills and fit in more equitable and efficient ways:

1. Request a Portfolio: Ask candidates to submit 2-3 samples of their previous work. This allows them to showcase their best writing without requiring additional unpaid labor. If they don’t have relevant samples, consider allowing them to share excerpts or redacted pieces.
2. Short, Targeted Assignments: If a writing test is necessary, limit it to a concise task that reflects the actual work they’d do on the job. For example:
   • Write a 300-500 word blog post on a specific topic.
   • Revise or optimize an existing piece of content.
   • Create an outline or headline ideas for a proposed article.
   These tasks are less time-intensive and still provide valuable insight into their skills.
3. Compensate for Time: If a longer assignment is absolutely necessary, offer fair compensation for the candidate’s time. This shows respect for their work and sets a positive tone for the employer-employee relationship.
4. Focus on Collaboration: Instead of a one-sided test, consider a collaborative exercise, such as a brainstorming session or a content strategy discussion. This can reveal their creativity, communication skills, and ability to align with your brand’s voice and goals.
5. Evaluate Soft Skills: Use the interview process to assess qualities like adaptability, curiosity, and the ability to take feedback—traits that are just as important as writing ability for long-term success.

Why This Approach Works:

• Respects Candidates’ Time: By minimizing unpaid work, you demonstrate that you value applicants and their contributions.
• Attracts Top Talent: A fair and respectful hiring process enhances your employer brand, making you more appealing to skilled professionals.
• Efficient for Hiring Teams: Shorter, targeted assessments are easier to review and provide more actionable insights.
• Promotes Equity: A more inclusive process ensures that talented candidates from diverse backgrounds aren’t excluded due to unnecessary barriers.

Ultimately, the goal of a hiring process should be to identify the best candidate for the role while treating all applicants with fairness and respect. By adopting these alternatives, you can achieve that goal without placing undue burdens on content writers.

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