Job Simulations: What They Are and Why Recruiters Need Them - Deepstash
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Using job simulations in the hiring process

Using job simulations in the hiring process

Recruiting or hiring the right talent often requires time and effort. Using job simulations, you can make things easier for yourself and increase your chances of picking the right candidate.

For example:

  • A job simulation might include typing or completing forms for a secretary position.
  • A job simulation might also involve candidates showing their soft skills like communication, empathy, and emotional intelligence.

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When to use job simulations

  • During screening. Using job simulations as the first screening step can weed out less-suitable candidates.
  • At the final interview stage. Using simulations like in-basket tests and case interviews will increase the chances of hiring right.

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Advantages of using job simulations

Advantages of using job simulations

  • It tests candidates' skills. A job simulation test lets you see how well candidates handle the job in real-time.
  • It reduces bias. Many recruiters still discriminate against some candidates because of unconscious bias. Job simulations make it easier to avoid unconscious discrimination.
  • It gives deeper insights. These tests open a window for recruiters to look into the personality of potential hires.
  • It reduces the cost of bad hires.
  • It benefits candidates. Candidates know what they are expected to do in the role. They taste the organization's culture and processes and experience its dynamics.

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Disadvantages of using job simulations

  • It can be expensive. You'll need a space to carry out the simulation, a scheduling program to do the simulations, and internal staff to administer the simulations.
  • It can exhaust time and resources. Simulations can take time to create and execute. Depending on your recruitment goals, this may not be worth your time.

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Types of job simulations

Types of job simulations

  • In-basket simulations. This simulation aims to see how the candidate deals with tasks in a given time and applies critical thinking.
  • Situational judgment test. The candidate is put in pretend scenarios with obstacles and assessed based on how they deal with these challenges.
  • Take-home assignments. These assignments are due within a timeframe, but candidates may do the test in their comfort zone.
  • Group tests. Seeing how well potential hires work in teams and communicate with others.
  • Case interviews. The candidate is presented with a challenging business scenario to navigate.

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Tips for creating successful job simulations

  • Make it immersive. The candidate must genuinely experience what it feels like to work in the role.
  • Make it clear and specific. Hiring managers should explain to the candidates what is measured and how it is measured.

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