There may not be an “easy” button for solving today’s hiring challenges, but the introduction of job simulator assessments into your process could come close. According to Talent Board’s latest North American Candidate Experience report, candidates who utilize a job simulator had 25% higher satisfaction with application than those who did not.
While more than two-thirds of employers surveyed reported that they are using pre-employment assessments, a job simulator may be only a portion of that number. These assessments are a special breed. As the name implies, job simulation assessments test candidates’ ability to perform tasks they will do in the position they are applying for. They are designed to predict candidates’ success on the job, and at the same time, offer a realistic preview of what it’s like to work in that role.
Job simulation assessments have become increasingly more sophisticated, using machine learning and other technologies to create capabilities and experiences that support hiring in the digital era. Any one single benefit of the job simulator that we’ve outlined below is enough to warrant a closer look. When taken together, these benefits make it clear that simulation-based assessments can bring positive business impact to a modern hiring process.
#1. Increased candidate satisfaction. Think about job simulator assessments in terms of a test drive versus a test – who wouldn’t prefer an immersive, engaging experience to an onerous exam? Modern job simulation assessments are a multimedia experience that’s often taken a step further with gamification to create an assessment that’s, well, fun. Combine this pleasing experience with the opportunity for candidates to present their job skills and to really see what the day-to-day job is like, and it’s no surprise that candidates come away with a favorable impression.
#2. Integration of data and analytics in hiring. As we noted in our Trends Report 2020, digitalization is a top challenge for HR leaders. Job simulation assessments alleviate part of that challenge by enabling recruiters to effectively use data and analytics in hiring for better decision-making. There is a caveat though: The market offers a wide range of these types of assessments. When evaluating job simulation tech for a purchase decision, be sure to explore the trusted, proven science behind the process and results.
#3. Improved retention. Job simulation assessments can be designed to predict which candidates are more likely to stay in the role. This helps organizations reduce early turnover and retain the best employees. Given the difficulty of hiring these days and the costs of turnover, many HR leaders are now hiring specifically for retention, and job simulation assessments are the key strategy. See how a multinational retail corporation used this strategy for hiring freight handlers and saved $5.5M in replacement hiring costs in this 1-minute-read.
#4. Elevating new-hire performance. Job simulation assessments can also be geared to the specific metrics organizations use to measure employee performance. For instance, a retailer may want to identify and hire candidates who are more likely to contribute to the store’s high profitability and high levels of customer satisfaction. By using simulation-based assessments that assess candidates on leadership characteristics, problem solving, situational judgement, and work style, organizations can improve quality of hire and gain significantly better performance from new hires.
#5. Increased recruiter efficiency. When modern job simulation assessments are integrated in an enterprise hiring platform, recruiters have the tools to engage a large volume of candidates simultaneously in a personalized, convenient assessment experience.
#6. Reduction in bias. Some job simulation assessments leverage the advantages of deep learning-based algorithms. These statistical techniques can greatly reduce bias during the hiring process by supporting identification of sources of bias and reducing or eliminating their impact on calculated scores. In essence, it levels the field for candidates and puts the emphasis on their abilities to succeed in a job.
Research conducted by Modern Hire in partnership with the University of New Hampshire’s Peter T. Paul College of Business and Economics demonstrated this aspect of job simulation assessments with hiring of military veterans. On paper, veterans’ skills and work history don’t always translate directly to non-military job requirements. However, analysis of more than 35,000 assessments revealed that veterans outperformed non-veteran candidates on job simulations by 10%, making it more likely they will be hired by organizations that use simulation-based assessments compared to those that rely on subjective criteria.
Modern Hire is the market leader in pre-employment assessments. To experience for yourself the power of job simulator assessments and explore their potential to improve your hiring process, request your online demo today.
