Employers who use pre-hire simulation assessments are sold on the advantages they deliver during the hiring process, but do you realize they are just as important to the job candidate? Multimedia simulations, coupled with other skills and personality assessments and interviews, offer your hiring managers and job candidates the critical information needed to make good decisions during the hiring process.
Simulation assessment analytics help you determine if you want to hire a particular person. However, the simulation experience also helps the interviewee decide whether the job fits preconceived ideas about the company brand and job requirements that drove the person to interview in the first place.
You need to use a pre-hire audition to maximize the value of applicant screening. This will show you how.
Auditioning for Hiring Success
A simulation is like an audition in which a job candidate is given an opportunity to play a role as an employee and perform realistic job duties in a fictitious environment. The assessment part of the process refers to the fact the simulation produces data and analytics that measure specific skills, abilities and orientation.
Multimedia simulations give employers insights into whether a person is likely to be a good hire for a particular role. Oft-quoted research by Frank Schmidt and John Hunter was based on 85 years of research on assessments, and the researchers found that job simulations are the best predictor of performance on the job. Mimicking job functions in multimedia simulations is an excellent way of identifying what a job candidate could handle with ease (high score) versus what the employee may struggle doing (low score).
Matching Preconceived Ideas to Reality
Pre-hire simulation assessments are not just helpful for employers. The simulation experience gives the job candidate a real sense of what the job requires. Many job candidates approach the hiring process with preconceived ideas about the company and the job. It is well-documented that social media rules among millennials. The Aberdeen Group researched this group's use of social media to find jobs and found that 73 percent in the 18-34 age group found their last position through social media.
While looking for jobs, job hunters are also using social media and other sources to follow and investigate brands. What they learn determines their interest in working for a company. Harris Poll conducted a survey for Glassdoor and found that 75 percent of millennials expect whoever they work for to be committed to and act on social responsibility. They want to work for companies that are aligned with their beliefs. Job hunters are also using social media to learn about:
- What current employees think about their employer
- Current employee experiences (positive and negative)
- Working conditions
- Supervisor behaviors
- Organizational culture
When job candidates bring a preconceived idea about the job to the interview process, they also bring a desire to know how accurate their ideas are before they accept a position. A job simulation is like a matching process. The employee learns whether their ideas are realistic. Simulations are real-life examples of what it is like to handle typical job responsibilities.
"Will I Fit In...?"
Pre-hire simulations also give job candidates a good idea as to whether they are a good fit for the job and the company. This applies to people actively looking for a job and passive job candidates, or people not actively looking but are attracted to a job for some reason. It may be your recruiting practices, or it may be the person came across the position and was intrigued so decided to apply.
Either way, the pre-hire simulation answers a lot of questions the person has about the job. Are their lots of interruptions, team work responsibilities, multi-tasking responsibilities or minimum required technology skills involved? Are high level people skills needed for quality job performance? Does the job require rapid customer responses or the ability to integrate information from different resources? These are the types of questions the employee gets real-world answers to by participating in simulation exercises.
"Not What I Expected..."
Hiring the right people impacts productivity, workplace culture and turnover. Simulations are beneficial for a variety of positions, including those with high customer contact requirements and supervisor jobs.
A job candidate who decides the job is not a good fit and opts out of the interview process is someone who probably would have become an early turnover statistic.
Turnover is expensive. A Work Institute's 2018 Retention Report used data from 234,000 exit interviews to investigate turnover. One of the findings was that 40 percent of the people who leave a company will do so within the first 12 months. Some employees leave because they find jobs that better fit their expectations and preferences at a different company.
Rapid and high turnover is an indication that many people are hired who were not right for the job. Using pre-hire simulation assessments will lower attrition rates. They are good for your company and good for job applicants.