In your next interview, you may not be facing a human – but a computer screen. Employment simulations are already prevalent in many industries across the country – from IT to manufacturing (which is becoming high-tech in many ways).
Many of these simulations ask candidates to participate in online video game-like simulations to determine how well the candidate performs on the job. These mockups can provide some real advantages, including:
- Provides greater amount of information – studies have shown that employment simulations can deliver 2 -3x more information than traditional hiring processes.
- A higher degree of candidate engagement – who would not want to play a video game vs. checking boxes on a form (online or otherwise)? A better interviewing experience can do wonders for your employer brand.
- Another view of candidate’s real performance potential– the entire goal of an interview is to try to gauge how a candidate will perform on the job. With behavioral interviewing, the questions are designed to elicit that information. With simulations, the scores are likely to be strongly linked to future performance.
- Remove interview bias – everyone is human, even interviewers. Many companies have passed on quality talent simply because the interviewer took an instant dislike to a person.
There are benefits to the candidate as well:
- Levels the playing field – minimizes the risk of being overlooked simply because someone else has an inside track and gives all applicants the same opportunity, even if they come from nontraditional career paths.
- A better picture of the job – applicants can test the waters, so to speak, to see if the job is right for them. If not, they can remove themselves from the interviewing process, saving time for everyone involved.
Simulations have actually been around for a long time. Candidates in industrial and manufacturing environments have always been tested on a series of mock-up tasks to see how well they could, say, thread a screw through a hole in a certain amount of time with a certain level of accuracy.
Today Toyota has candidates go through a simulation of an entire work shift on a Toyota production line. Software engineers are commonly required to successfully complete a coding test, where they are given a small application to write, detailing what is needed to solve the problem.
Computer-based hiring simulations do have some serious drawbacks, including:
- No clear way to test for intangible qualities (i.e. personality traits or social skills) that can ensure for a seamless cultural transition
- Any small snafu in software quality or accessibility can skew results, which may result in less-than-quality hires.
However, for many, having computer-based simulations as part of the hiring process seems to take the “human” out of “human resources”. This is true, IF the “human” is removed from the hiring process, and this should never happen.
So leverage the best of both worlds. Rely on an integrated approach that includes at least some traditional hiring elements. The human can never be truly removed from human resources.
Snelling is your expert in the management of your most important resource…your human talent. I invite you to visit with us at your closest Snelling office, where our experts can work with you to design and implement a customized hiring solution that best fits your needs.