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

In Part One of the Interview with Mike Hudy, he discussed the demands and opportunities I/O Psychologist face in developing a 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 employ 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 before a thorough job analysis. The more complex the job, the more complex the demands are on the pre-employment assessment.

The last and critical factor to consider in the use of simulations is the candidate experience. As a general rule, candidates find simulations engaging, a more valuable way of presenting their capabilities and companies who use simulations stand out positively 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.