Pilot fairness, burden and usefulness
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Test whether the task fits the stated time and can be completed with the information provided. Review whether accessibility barriers or unnecessary equipment requirements distort participation. Collect candidate feedback without using it as a hidden selection criterion. Compare task evidence with the other selection stages to see whether it adds useful information. A task that duplicates an interview or produces scores nobody can interpret should be revised. Keep the task secure enough to preserve usefulness while accepting that realistic preparation is legitimate. Refresh it when the role or working methods change.
Worked example
A pilot takes an experienced employee ninety minutes despite a thirty-minute estimate. The team reduces the scope and clarifies the data rather than blaming candidates for incomplete submissions.
Put it into practice
Create a pilot checklist and revise your task after two fictional tester observations.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Record actual completion time, ambiguous instructions and barriers. Explain what evidence the task adds and what it cannot establish. A successful pilot demonstrates usability, not universal predictive validity.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.