A brief instruction-following task works well: have the candidate read a three-item pick ticket, locate the items on a simple shelf map, and record the counts in a mock log. It outperforms resumes because it shows attention to detail, ability to follow directions, and basic data entry skills in real time, rather than polished wording or AI-written content.
I test selected candidates by having them go through a trial work period, during which they will work on a short-term basis alongside my team on a particular task or project. This trial work period enables me to observe and assess each candidate's practical skills and work habits in a real-world setting. This also allows the candidate and my team to determine whether there is a good fit. While observing this trial experience, I can see how the candidate interacts with the rest of the team while performing the assigned task, how efficient they are at completing it, and their ability to follow all applicable safety procedures and protocols. Compared to evaluating a candidate's resume, using a trial work period is a much better way to determine a candidate's actual abilities. It eliminates much of the ambiguity surrounding a candidate's proper skills and enables me to see firsthand how well the candidate fits into my company's work environment and culture.
For a field tech position, we give them one page of troubleshooting guidance for a common device and one scenario: "a customer calls and says the device isn't working and that the main light is blinking red. What are the first three questions you would ask them?" In one task we learn more than in any resume. "We're testing, essentially, three qualities," says Estrin. "Can this person read comprehension skills, apply the instructions, and proof-read them? Can they deduce logically what is the next step? Can they make an appropriate question for a not-very-technical customer? So we then have a pretty good overview of this person, since it's a task they'll do on the job." "We pull out far more from this five minute task of working with the actual technical problems they'd face than we ever will from a robe," says Estrin. "It's no good to see the jobs somebody's had, but it doesn't indicate how their brain works or how they act in times of ambiguity," he adds.