Rasime.lt · job market and career
Search for Welders: How to Prepare a Practical Task
Published 2026-10-06
The search for welders should be based not only on an interview but also on a pre-defined practical task. The employer, together with a technical specialist, must define the welding process, material, joint, drawing, equipment, duration, safety conditions, and acceptance criteria. Candidates should be compared based on equally documented actions and sample results, and the selection test should be clearly separated from the official qualification assessment.
- Evaluate the operation that is truly important for the offered job.
- Set the task conditions and evaluation criteria before inviting candidates.
- Observe preparation, safe work practices, and the ability to explain decisions.
- Do not consider the appearance of the weld as the only proof of quality.
- Support your decision with written observations, not a general impression.
The search for welders begins with a specific job definition.
The phrase "welders needed" does not specify what competencies should be tested. First, clarify what the employee will have to perform independently: prepare parts, read the drawing, select settings according to given requirements, make the joint, or inspect their work result. If these expectations are not aligned, the selection might test a different work than the one offered.
HR managers should ask the production manager to specify the most frequently performed operation and common defects that cause products to be returned for repair. The technical evaluator then selects a representative sample. Its purpose is to reveal the skills required for the position, not to surprise the candidate with an unusual task.
The job advertisement should already clearly state the expected experience and qualifications: an example of qualification and experience requirements can be seen in the EUROFY welder job offer. However, advertisement requirements still need to be translated into observable actions and evaluation criteria.
When preparing selection, it is useful to also review welder job advertisementsto verify that your offer specifically describes work tasks, location, and conditions. Searching by city helps candidates find an offer but does not explain how the employer will assess their suitability.
Prepare a task sheet understandable to both the candidate and the evaluator.
The KPMPC methodological toolkit provides recommendations for preparing practical tasks and guidelines for evaluators. These can be used as a methodological starting point, but the company’s selection task does not become an official competency assessment as a result.
The following template is an editorial suggestion. Its fields should be filled by a technical specialist according to the company's products, available equipment, and workplace risks. Do not transfer unverified settings from another production environment.
| Task field | What to enter | Why it is important |
|---|---|---|
| Work objective | Which operation of the position the sample reproduces and what the candidate must deliver. | The task evaluates a real need, not a general impression. |
| Process and material | The process used, material designation, thickness, and condition of provided blanks. | The candidate should not guess what is allowed to be chosen. |
| Joint and drawing | Joint type, working position, dimensions, allowable deviations, and document version. | The result is checked against a common reference point. |
| Equipment and instructions | Machine, tools, permitted adjustments, and applicable work instructions. | Separates the candidate’s skills from workplace specificities. |
| Time and assistance | Company-defined preparation and execution time and limits on permissible consultations. | It is clear how independently the work is performed. |
| Safety | Mandatory protective equipment, extraction checks, and conditions for stopping the test. | Safety is not left to the evaluator’s improvisation. |
| Acceptance | What and how you will check, which defects are unacceptable, and who will decide. | Criteria are not changed after seeing the result. |
How to apply the template in practice
Suppose you are looking for an employee to perform repeated metal structure joints. Choose a common joint and provide a clear drawing, prepared blanks, and work instruction. Indicate to the candidate whether preparation of blanks is part of the task. If not, uneven quality of blanks should not affect the final assessment.
The technical specialist pre-describes the applied welding procedure, provides the welding procedure description if necessary, and defines what the candidate must understand. These documents are part of the specific workplace task and do not constitute universal technical requirements defined in this article.
If independent work preparation is most important, observe the preparation. If the position works according to a defined procedure, evaluate compliance with it. Speed should not outweigh safety and result conformity. Choose the task duration based on testing it at your workplace, not copied from another company.
Equal conditions: a checklist before the test
Equal evaluation does not mean candidates cannot ask questions. It means supplying everyone with equal information, working conditions, and opportunity to demonstrate required skills. Instructions must be understandable; if testing reading technical documents, this should be explicitly stated.
- Check the task. The technical evaluator must ensure it can be performed with the provided equipment and described conditions.
- Standardize blanks. Check material, dimensions, and surface condition; eliminate discrepancies before the test.
- Prepare the workplace. Check equipment, tools, protective gear, and ambient protection.
- Explain the procedure. The candidate must know what can be adjusted, when to ask, and whom to report dangers to.
- Define assistance. Record whether the evaluator only explains the condition or can help perform the action.
- Prepare an evaluation sheet. It must have space for actual observations, sample identification, and justification of the decision.
If selection is carried out by different shifts or departments, agree on a common task version. If a deficiency is noticed during evaluation, correct the task but do not compare results obtained under different conditions as if equal.
Evaluation table: write down the action, result, and explanation.
The employee evaluation system in selection should help reconstruct the decision logic. The table below is a company-adapted example. Set the importance of criteria and acceptance limits before the test, according to the position.
| Criterion | Observed action | Result | Critical fault | Evaluator's note |
|---|---|---|---|---|
| Safety | Checks the workplace and uses prescribed protective equipment. | Works in accordance with explained safety conditions. | An action posing immediate danger. | Describe the action and stopping conditions. |
| Task comprehension | Reads documents and clarifies ambiguities. | Performs the specified joint according to the task. | Essential deviation from the task defined beforehand. | Specify what the candidate misunderstood. |
| Preparation | Checks and prepares blanks and equipment. | Workplace and blanks prepared according to instructions. | A discrepancy preventing safe continuation. | Separate candidate's faults from flaws in supplied blanks. |
| Process control | Follows the procedure outlined in the task. | Performs work at the agreed level of independence. | Predefined unacceptable deviation. | Document the assistance provided. |
| Sample compliance | Inspect, measure, and explain their results. | Meets the criteria set in the task. | An unacceptable defect was identified. | Record a specific finding, not just "poor weld". |
It is convenient to use descriptive conclusions: "compliant," "compliant with training needed," and "non-compliant." This is a recommended selection model, not an official evaluation scale. If you apply scores, do not allow a good speed or appearance rating to compensate for a predefined critical safety violation.
When evaluators' opinions differ, compare their recorded observations. It is insufficient to state that the candidate "appeared experienced." A more useful note indicates which action they performed independently, where they asked for assistance, and what discrepancy they noticed themselves.
Safety and qualifications: what the selection test does not replace
VDI safety work execution questionnaire designed for auto repair context, including a question on the use of local exhaust ventilation during welding when hazardous substances are released. This is a useful inspection focus, but not a comprehensive list of all welding workplace risks.
Before the test, the safety specialist responsible must assess the specific location. The selection procedure should predefine who stops work upon spotting a hazard. After stopping the test, first eliminate the threat, then record the circumstances. Equipment failure or an unprepared workspace should not be attributed to the candidate’s competency deficiency.
Check qualification documents by their content: who issued them, for which tasks they apply, and the validity conditions specified. Clarify any uncertainties with the document issuer. The selection result should not be presented as granting qualifications; tools for official evaluation are presented separately. In the KPMPC competency assessment section.
Assess the sample appearance only according to the scope of inspection described in the task. If additional tests are required for the decision, a technical specialist must select them. Without such results, do not make broader conclusions about the weld’s properties than the inspection permits.
Interview after the task and a clear next step
Frequently asked questions during the job interview are more useful when linked to the performed test. Ask the candidate to explain what they inspected before starting, what defect they noticed, and what they would do differently. Evaluate their explanation together with the observed work, not instead of the work result.
Allow space for the candidate to clarify which questions to ask the employer: who prepares instructions, how induction is conducted, who is responsible for quality control, and how shifts are organized. Clear answers help align expectations before making an offer.
Conclusion: Welders’ search becomes more justified when job requirements are converted into a uniform task, safety conditions, and observable criteria. The next step is to fill in the tables in this article with a technical specialist, try the task, and prepare candidate information texts. Once conditions are agreed, you can post a job advertisement on Rasime.lt, and for broader selection procedures adapt candidate evaluation and practical task information.
Frequently Asked Questions
How to adapt a practical task to a specific product?
Choose a common but safely reproducible production operation. Define the material, joint, position, drawing, equipment, and acceptance criteria in the task. Adjust the complexity according to the position, not the strongest candidate.
How to objectively compare welders’ results?
Apply the same version of the task, equivalent equipment, and predefined criteria to all candidates. Record separately the work process, sample result, and assistance provided. Support evaluators' opinions with written observations.
When should the practical test be stopped?
Stop the test upon observing a direct threat to the candidate or others, improper use of protective equipment, or unsafe condition of the equipment. First eliminate the danger, then document circumstances and separate the candidate’s action from workplace deficiencies.
Are a visually good weld and qualification document sufficient for a decision?
No. The document's scope must be compared with the specific job, and weld appearance does not reveal all possible defects. The selection test complements document verification but does not replace official qualification assessment or product-required control.