How to use skill-based assessment tasks - 6 steps for using skill-based assessment tasks in recruitment and promotion to improve gender equality

Sep 18, 2026

Uploaded by Mabel

Guide for hiring managers, HR, and Diversity and Inclusion leads on using skill-based assessment tasks to improve gender equality and representation in recruitment and promotion. Outlines a six-step process covering task identification, task and criteria development, candidate preparation, conducting and scoring assessments, and collecting longitudinal data to detect disparities. Explains key assessment formats such as work samples, situational judgment tests, simulations, and assessment centres, highlighting how carefully designed tasks can reduce bias and improve fairness.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages12

Reading Time30 min

AccessFree to download

Checklist

Review required skills

Develop assessment tasks

Define scoring criteria

Prepare assessments

Conduct and score assessments

Collect data over time

Skill-based assessment tasks matter

Purpose and examples

Strengths and limitations vs interviews

Step-by-step guidance

Step 1: Review the skills required for the job

Create task and capability lists

How to use skill-based assessment tasks 6 steps for using skill-based assessment tasks in recruitment and promotion to improve gender equality and representation A guide for hiring managers, HR, and Diversity and Inclusion leads This guide is part of the ‘How to improve gender equality’ toolkit | The recommendations we provide are based on the best available evidence and the latest thinking from practitioners and experts in organisational behaviour
and behavioural economics. This guide is one of five in the‘How to improve gender equality’ series:
• How to set effective targets
• How to establish diversity leads and diversity task forces
• How to run structured interviews
• How to use skill-based assessment tasks
• How to increase transparency of progression, pay and reward processes | To understand other approaches which are effective at improving equality, see our summary of evidence-based actions for employers.
For more information see the sources listed in the bibliography or contact [gabiprogramme@bi.team](gabiprogramme@bi.team).
Professor Iris Bohnet and Research Fellows Siri Chilazi and Anisha Asundi from the Women and Public Policy Program at Harvard Kennedy School provided academic advice in the development of this series of guides. We also acknowledge Willmott Dixon, PwC, OGUK and Bosch Thermotechnology for their input. | | --- | --- | Checklist 1 Review the skills required for the job 2 Develop a number of tasks which you will use to assess candidates 3 Develop criteria for assessing candidates’ responses to the tasks 4 Prepare for the assessment of candidates 5 Conduct and score the assessment 6 Collect data over time to see if there are any disparities Skill-based assessment tasks matter Skill-based assessments require candidates to show how they would handle important tasks or problems actually encountered on the job.1 They can involve work sample tasks, situational judgment tests, simulation exercises or assessment centres. The aim is to give candidates an opportunity to demonstrate their skills rather than just talk about their skills. Different candidate assessment methods have different strengths and weaknesses. Interviews alone may not give all candidates a good opportunity to demonstrate their suitability for a role. Skill-based assessment tasks can increase the quality of recruitment processes, and it may help to combine these with other recruitment approaches to minimise bias. Skill-based assessment tasks and structured interviews share some features and both are intended to minimise bias and increase fairness. See the Structured interviews guide for more information on designing and implementing structured interviews. The main benefit of skill-based assessment tasks is that they give a more accurate idea of a person’s ability to perform the role. When they are designed and delivered carefully, they also have the potential to reduce gender bias in the recruitment and promotion process.2 This guide provides employers with a summary of the evidence on how skill-based assessment tasks should be designed so that they are more effective. 01 How to use skill-based assessment tasks Definitions3 Work sample task: Candidates are asked to produce a piece of work typical of the day-to-day tasks they would have to do in the job. For example, an applicant to a research organisation might be asked to summarise a collection of reports. An applicant for an administrative role might be asked to respond to a number of example emails. These tasks assess candidates’ skills and quality of work. Situational judgment test: Applicants arepresented with descriptions or vignettes of job-related situations and possible responses to these situations. Applicants have to indicate which response they would choose. These test the appropriateness of candidates’ judgmentsin challenging situations. Simulation exercise: Actual tasks typically encountered in the job ar

FAQs

What are skill-based assessment tasks and why do they matter for gender equality?

They require candidates to demonstrate how they would handle real job tasks or problems. When designed and delivered carefully, they can reduce gender bias and improve fairness in recruitment and promotion.

What assessment formats are covered in the guide?

The guide describes work sample tasks, situational judgment tests, simulation exercises, and assessment centres, each using realistic scenarios to test skills, behaviours, and responses.

What are the six steps to implement skill-based assessment tasks?

Review job-required skills, develop tasks for assessing candidates, develop criteria for evaluating responses, prepare for assessments, conduct and score, and collect data over time to identify disparities.

Sep 18, 2026

Uploaded by Mabel