Evaluating Stress Tests in the Hiring Process for Marketing Designers: Red Flag or Standard Practice?
In today’s competitive job market, many organizations are adopting rigorous assessment techniques to identify the most suitable candidates. One such approach that has garnered attention—both for its intensity and implications—is conducting live, on-the-spot stress tests during the interview process.
Recently, a marketing designer shared her experience with a potential employer that involved a high-pressure design task: building a landing page in Figma in front of senior management. Her account highlights common concerns about the appropriateness and necessity of such assessments, especially given her background and current circumstances.
Understanding the Context of Live Design Tasks
Live design tasks, often referred to as “stress tests,” are designed to evaluate a candidate’s real-time problem-solving skills, creativity, and demeanor under pressure. While these tests can provide insightful glimpses into a candidate’s proficiency and composure, they also raise questions about their fairness and relevance.
In this particular scenario, the candidate was asked to create a landing page layout in Figma without coding, in front of a group of senior managers—an intimidating setting, especially for someone with limited prior exposure to such high-pressure evaluations. She also noted that she would receive the briefing only 24 hours beforehand, adding to the challenge.
Pros and Cons of Stress Tests in Hiring
Pros:
– Offers a direct view of a candidate’s skills in a realistic setting.
– Helps assess how applicants handle pressure and multitasking.
– Can streamline the hiring process by evaluating practical abilities in real-time.
Cons:
– May favor candidates who perform well under stress but not necessarily those with the best foundational skills.
– Can be intimidating and demotivating, especially for underrepresented groups or those with limited experience in high-stakes environments.
– Might not accurately reflect day-to-day responsibilities, which often involve more collaborative and less high-pressure tasks.
Reflections and Red Flags
The candidate’s comment about “FAANG energy” suggests that certain organizations may be adopting Silicon Valley-style interview practices, which sometimes emphasize intense, high-stress assessments that can seem disproportionate to the actual role. If the pressure feels excessive or if the assessment seems unnecessary given the candidate’s experience, it could be a red flag about the company’s culture.
Furthermore, her mention of being an immigrant from South America and currently unemployed underscores the additional stressors many candidates face. The requirement to perform under such conditions can exacerbate feelings of anxiety and
