With skills-based hiring on the rise and a need for qualified, high-retention talent growing, it’s no wonder we’re seeing real-world projects embedded in company’s recruiting strategies more and more. 

Real-world projects have long proven effective in helping organizations find and select the right hires, with 94% of employers calling these types of hiring practices more predictive of on-the-job success than resumés. Employers who implement project-based assessments as a recruitment channel or interviewing tactic get deeper insight into the way candidates think, solve problems, and collaborate, all in a role-specific context. 

Not only that, but candidates get deeper insight into companies’ hiring processes, too. That’s especially important to underrepresented candidates. 

2024 WeSolv research found that 43% of MBA candidates of color want companies to engage them with real project opportunities (vs. 29% of white MBA candidates), and 60% of job seekers of color indicated they want more transparency into companies’ selection criteria and recruitment processes.

Using immersive recruiting projects to test how candidates perform in real life — and not just on paper — is clearly valuable to both candidates and companies. But knowing how to implement real-world recruiting projects can be another matter entirely. 

Below, I’ll outline options for types of real-world projects to consider adopting at your organization. Then, I’ll lay out some best practices for project-based recruitment that separate successful efforts from ones that miss the mark. Ready to jump in?

4 Types of Real-World Projects for Effective Recruiting

1. Case Competitions 

Case competitions — or Case Challenges, as we like to call them at WeSolv — utilize actual challenges your company faces to see how a candidate would solve them. You can organize your own challenge, or partner with universities or online platforms to facilitate the competition and expand its reach. 

At WeSolv, the process works like this: You choose the challenge that aligns with your organization’s needs from our library of templates. We share your Case Challenge with our network of 30,000+ advanced degree seekers and graduates. We accept candidates according to your criteria, and we score them using a weighted scorecard. Then, it comes back to you to do the final vetting. (Want to see it all in action? Get a live demo.)

2. Collaborations with University Programs 

Consider partnering with academic institutions to integrate real company projects into course curricula. As students work on these projects, you’ll get a sneak peek at their capabilities and a chance to build relationships with early career talent, and they’ll get relevant work experience and samples in turn. Talk about a win-win! (FYI, WeSolv offers this through our partnership with uConnect.)

To implement this recruiting strategy on your own, you can connect with faculty or career centers at your target universities to design a curriculum component around your company’s needs. Offer course materials, access to mentors, or guest lectures, plus regular evaluations of students’ work.

3. Job Simulations During the Hiring Process

Include simulation exercises in interviews that reflect day-to-day role responsibilities. Use platforms like TestGorilla or Codility for technical positions, or design mock scenarios for customer service roles. Schedule debriefs with hiring managers to assess candidate performance, and provide constructive feedback to all candidates afterward. 

Note: Carefully consider your exercise’s extensiveness. With Case Competitions and class projects, candidates get resumé material and networking opportunities by participating. In interviews, though, only the hired candidate stands to benefit from what’s otherwise free labor. Whenever possible, compensate candidates for interview assignments, particularly if it’s work you plan to use.

4. Personalized Candidate Projects for Executive Roles

For executive or high-level positions, invite candidates to consult on a real, high-impact project with senior leaders. This allows them to experience the strategic challenges they’d tackle if hired while you observe their leadership style, decision-making, and cultural alignment. Offer a stipend or honorarium, and conduct post-project debriefs with both the candidate and involved teams after. 

Now that you understand some of your options for types of real-world projects, we’ll walk through high-level best practices for adopting them successfully. 

7 Best Practices for Successful Real-World Project Recruiting

1. Compensate Candidates Fairly for Project Work

As we mentioned above, it’s a best practice to pay candidates for any project-based assignments, especially if they require a significant investment of time or expertise. Paying for project contributions demonstrates an equitable work culture and respect for candidates’ work, helping you attract quality talent while keeping your hiring process fair.

2. Define Clear Project Objectives and Outcomes

Avoid vague or open-ended project tasks. Outline specific objectives, deliverables, and evaluation criteria so candidates know what’s expected. This transparency makes it easier for both candidates and hiring teams to assess performance and alignment accurately. (FYI, clear and transparent candidate criteria is a benefit of WeSolv’s Case Challenges.)

3. Use Projects as a Supplement, Not a Sole Determinant

Real-world projects should complement traditional interview methods, not replace them entirely. A holistic approach that combines projects, interviews, and personality assessments offers a more rounded view of the candidate.

4. Ensure Project Relevance to the Role

Design projects that closely mimic the daily work for the actual role you’re hiring for. This not only gives candidates a realistic preview of the job, but it also allows you to assess skills that will directly impact their performance in the position.

5. Set a Realistic Scope and Timeline

Avoid overloading candidates with complex, lengthy projects. The project should be manageable within a timeframe that’s reasonable for its scope; for example, real company projects that are leveraged within university course curricula will likely be more robust than a project completed during an interview. 

Tell your candidates how much time you expect the project to take them, as well as if they should stop once a certain amount of time is spent regardless of whether they’ve finished. (Here, you can simply evaluate the candidate on the work that is completed; simple.)

6. Be Transparent About How Projects Are Evaluated

Share the evaluation criteria you’ll be using upfront, so candidates know exactly what skills or qualities you’ll be assessing them for. Transparency in your assessment criteria builds trust and shows candidates you value fair, objective evaluations.

7. Offer Constructive Feedback, Regardless of the Outcome

Candidates often invest meaningful time and effort into project-based assessments, so provide just-as meaningful feedback afterward. A brief debrief or summary of strengths and improvement areas can leave candidates with a positive impression of your company — even if they aren’t ultimately selected.

Unlock the advantages of real-world projects designed to improve hiring and DEI outcomes. Learn about the WeSolv Case Challenge system.