Improve the ROI on your hiring process through lower costs Using job simulations can help you mitigate the risks of unconscious bias in your recruitment, thus allowing you to find that superior talent you were looking for. In fact, according to McKinsey senior partners Scott Keller and Mary Meaney, superior talent can be 8 times more productive than an average hire! The costs of missing out on the best candidate are high.
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Even without knowing it, you risk discriminating against candidates based on skin color, gender, age, height, weight, religion, disability status or even where they were educated. Unfortunately, we cannot completely eliminate unconscious bias. This helps with managing unconscious biases. Job simulations offer you an objective way to assess candidates and pick the best one. Discover the strongest candidates through increased objectivity You can rely on this quantitative data to predict which candidate will be successful at the job. Situational judgment tests scores can be used to rank candidates. Instead, you will assess each candidate the same way by seeing how well they can handle the job at hand.īy creating scenario tests based on real life in the business, candidates can showcase how well they can handle working for you and in the position. Here, you will less likely be swayed by attractive words and elaborate examples of past successful projects. Cover letters and resumes can become subjective and difficult to trust.Ĭandidates now have access to paid services for resumes and cover letters and generously boast about their skills and abilities.Ī guaranteed way to objectively evaluate candidates is by using job simulations. Your goal is to hire people who can perform at their jobs, not candidates who show incredible abilities to sell themselves on paper. Make better decisions with high predictive validity Here are some important benefits that job simulations offer.
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The tasks can be as simple as typing a certain number of words per second or solving math problems, as well as more complex tasks, such as developing a budget, writing code or drafting a marketing strategy. The candidate is put in an environment where he or she will have the opportunity to carry out tasks that would be part of their daily routine in the business. Let’s dive in!Ĭandidates can take job simulation tests online, in an assessment center or over the phone. In this post, were going to talk about how job simulations help you make the best hiring decisions, review the three different types of job simulations you can use at the different stages of your hiring process, and discuss how best to prepare both your candidates and your team for successful job simulations that provide the best results. You can use different types of job simulations at different stages of your hiring process to evaluate specific aspects of candidates’ abilities in an objective and measurable way so you can hire the best person for the job and your team.
The one thing that can help you filter through all that to find the perfect fit? Job simulations.Ī job simulation is a test that helps you assess a candidate’s skills in the tasks they will be performing on a daily basis in the role they’re applying for.
With hundreds if not thousands of CVs pouring in for every open position offering self-produced assessments of candidates’ skills and abilities, it’s nearly impossible (and extremely time-consuming) to know who the most qualified candidates are. Hiring the most qualified candidate for a job often feels like trying to catch that one specific raindrop in a deluge.
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