If I’m a hiring manager and everything seems to be working, why would I want to take time to learn about something new, like job simulations?


Great question! I’d like to answer by sharing some of my experiences at a recent trade show.

First, whatever tools you are using in your hiring process, please don’t settle for “seems to be working.” At Employment Technologies, we believe you can know for sure that your system is optimized for predicting top performers. We call it Hire Confidence®. More on that later.

Let’s get to the show!

One afternoon during exhibit hours, I noticed a woman standing in the aisle, intensely reading our display. When there was an opening at our exhibit, she approached me, introduced herself and asked, “Am I right to think that job simulations evaluate candidates based on the skills required for a specific job?”

Yes. You are right.

“And this also helps employers know how a person will respond to customers before you actually hire them?”

Right again!

At this point, I started scanning the crowd to see if others were listening to my insightful new friend. This developing third party endorsement was trade show magic!

She was excited about our job simulations because as an introvert, she was often overlooked for customer service jobs, especially when participating in group interviews. (This interview format is often used for positions that draw a high volume of applicants.)

“I found that so frustrating because in my opinion, customer service requires interpersonal skills, especially problem solving. Not everyone who is outgoing is a great problem solver.”

She correctly observed that job simulations are fair to applicants because everyone starts on common ground for proving their abilities, which also protects recruiters from potential bias.


Another visitor to our booth also connected with the value of using simulations, relating the use of simulation in pilot training. However, with that comparison, came the question, “If my company uses your products, will we have to designate a room for the administering the simulations?”

No rooms or special equipment are needed!

In today’s marketplace, where the gaming industry is offering virtual reality headsets, it’s easy to understand how terminology can be a bit confusing.

To complete one of our simulations, applicants simply click an invitation link to get started. Applicants can complete our simulations from virtually anywhere with Internet access! Employers then have instant access to results via an online dashboard. With 24/7 access, you can monitor simulation activity, access comprehensive reports, and share results online with internal decision makers.  All on your schedule, moving applicants forward at a pace that aligns with your company goals.


Another common question I receive is “How do I describe a simulation to an applicant?”

You can tell an applicant that a job simulation is a win-win for everyone. Through the experience, they get to “test drive” activities and challenges that employees face on the job every day. They are given a range of responses to each situation and asked to respond. While employers are getting an accurate evaluation of each applicant’s performance, applicants are gaining a realistic understanding of what the job actually entails.

Just like the old proverb: “If you tell me, I will forget. If you show me, I will remember. If you let me do it, I will understand.”



Here’s a quick checklist that summarizes my answer to the earlier question: If I’m a hiring manager and everything seems to be working, why would I want to take time to learn about something new, like job simulation?

  • Simulations assess skills and attributes essential for a specific position, providing objective data to improve hiring accuracy. 
  • Simulations help protect recruiters and hiring managers from potential bias so you have peace of mind that all applicants have been evaluated fairly.
  • Simulations are easy to administer with a 24/7 online dashboard and require no special equipment for either administrators or applicants.
  • Simulations are engaging for applicants and offer clarity about on-the-job expectations.

BONUS POINT:  beyond hiring, job simulations support onboarding initiatives!

Once an applicant is hired, trainers and mentors have access to a detailed skills analysis that can be used in designing the onboarding and training experience, targeting each new hire’s strengths and performance needs.


If you’re ready to optimize your hiring process with proven, online assessments that score high on applicant engagement, then taking the next step with a job simulation is a smart investment. You can take a test drive today by clicking here or calling 888-332-0648 to get started!


STAY TUNED FOR PART II – The second part of this series will take you behind the scenes of an Employment Technologies’ client experience.  Jane Stein, Manager of Systems Administration, outlines the foundational steps for creating Hire Confidence. Everybody loves Jane, and you will, too. Coming this Friday!