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.