I believe that Sandstone Care could've done several things differently including: -Changing the position type as it was not an "entry-level" position as it heavily relied on graphic design skills and the experience was necessary -Changing the pay to reflect that this is not an entry-level position ($50,000-$65,000 would be more appropriate albeit still quite low and difficult to live on) -Ask for a total of 3 references: 2 supervisors, 1 school or other (3 direct supervisor + an additional reference for a total of at least 4 is inappropriate for an "entry level" position and associated pay) -Ask for (3 total) references after the 2nd interview, not after the recruiter phone interview -Change interview process to be either 3 interviews without a skill assessment or 2 interviews and a skill assessment (again, there is a mismatch between pay, interview process, and position type) -Give more time for the skill assessment as it was given on a Saturday morning and due Monday morning (candidates that may have had a busy weekend or other commitments and were not given much leeway) -Make the skill assessment smaller. This is a HUGE one as the skill assessment was to create a featured image and, at the minimum, 10 other graphics to be in the article. In addition, there are extensive branding requirements to adhere to with each graphic plus reading the given article, determining placement, referencing, and familiarizing with other Sandstone Care blog post graphics and formats, etc. -Make the skill assessment 1 featured image and 2 in-article graphics (3 at most). -Increase the pay per hour to that of a freelance graphic designer pay ($30-$60+/hr) (and increase the maximum hours to be compensated to 5 hours if skill assessment is kept at the 11 graphics minimum). If Sandstone Care would follow the above suggestions to conduct the interview process, perhaps candidates will not have to invest a large amount of time and effort into the interview process that is disproportionate to the job type and associated salary. The above suggestions are intended to be considered and hopefully implemented with the goal of improving the process. As a candidate, I have never had this intensive of an interview process, especially for an entry-level role and certainly not for the associated salary. Overall, the process had several red flags which I have outlined and provided implementable solutions to. The size of the skill assessment was unnecessary and overly time-consuming. If candidates were not familiar with Canva, Sandstone Care branding, and blog image formatting this presented further challenges. Referencing the skill assessment, my work was not treated with respect. It would've been more respectful of my time if there was more time given for the skill assessment and if it was a smaller project to give a sample to the assessors. The skill assessment was also to be performed in Canva, which not all candidates may pay for a premium membership. Unless a candidate purchased a premium membership, their Canva capabilities are greatly reduced. The interview process was quite extensive for the entry-level position. The skill assessment was an outrageous ask and should've been much smaller in size out of respect for the candidates. The assessment wasn't appropriate for entry-level positions and determinations could be made from a much smaller assessment.