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Simulations and Selection Science: Interview with Mike Hudy, Ph.D. Part Two

by Joseph Murphy

In Part One of the Interview with Mike Hudy, he discussed the demands and opportunities I/O Psychologist face in developing simulation for pre-employment testing.  In this conclusion, Mike offers a few suggestions on how to determine if a simulation may be appropriate for staffing process improvement in your organization.

What considerations should a company examine in deciding if a simulation would be appropriate for one of their jobs?

There are several factors to consider when examining if a simulation makes sense.  If you have jobs with more than 100 incumbents, building a business case for simulations is typically pretty easy.  Another factor is hiring volume. If you will hire more than 100 people into the same job in a year, simulations can make a significant contribution. 

An additional factor would be the complexity of the job itself.  This variable is often under-valued prior to a thorough job analysis.  The more complex the job, the more complex the demands are on the pre-employment assessment. 

The last and a very important factor to consider in the use of simulations is the candidate experience.  As general rule, candidates find simulations engaging, a more valuable way of presenting their capabilities and companies who use simulations stand out in a positive way from other places the candidate may be applying. 

In short, simulations such as the Virtual Job Tryout add selection science value across a range of factors that have a positive impact on staffing process improvement.

 Part One