Job Simulation

What is a Job Simulation?

Job Simulation Definition

A job simulation is a series of relevant tasks or assignments that candidates perform prior to being hired for a role. These can be technical or customer-oriented in nature and help hiring managers determine if a candidate can do the job in a test environment before being onboarded. 

For example, a potential IT support hire may be asked to evaluate and respond to test tickets in Jira. A future copywriter, in contrast, could be asked to improve upon copy for pre-existing ads and walk a creative director through their steps. There are multiple types of job simulations, from role-playing to work samples. 

The key benefit of job simulations? Candidates can self-select whether to continue in the hiring process or opt out after participating. They can clearly understand early on whether the role aligns with their expectations, enhancing the overall candidate experience. 

Different Types of Job Simulations

Work Sample Simulation

The University of Minnesota found that work sample simulations best predict whether a candidate will succeed in a role. Candidates are asked to submit a piece of work that reflects what would be expected of them on the job. A hopeful nursing candidate, for instance, may be required to perform quick calculations for dosages for future patients. 

Role-Playing Simulation

Often used for customer- or client-facing positions, role-playing simulations ask candidates to step into their new role for practice. For example, a sales associate candidate may be asked to direct a customer through the store and recommend products they’d want to purchase. Later, they could be evaluated for their persuasive customer service soft skills. 

Cognitive Ability Test

Many organizations require applicants to take a cognitive ability test such as the Wonderlic or CCAT Assessment. These tests can measure candidates’ critical thinking, perception, spatial, linguistic, mathematical, and problem-solving skills. Often timed, cognitive ability tests set up candidates for a challenge to see how well they can solve questions under pressure. 

In-Basket Simulation

In-basket job simulations are timed to test if candidates are able to deliver high-quality work within a period. These often mirror the urgency expected in the role and attention to priorities. A logistics manager, for example, may have to perform inventory checks in quick succession to mimic actual demands of the job. 

Situational Judgment Simulation

With practice scenarios that mimic the real deal, situational judgment simulations let candidates make complex decisions, where there can be multiple solutions. For example, a lawyer may be asked to handle a series of morally ambiguous scenarios. This could also take the form of a group exercise. 

Benefits of Job Simulations for Employers

• Greatly reduces hiring biases by focusing on quantifiable skills instead of personal attributes or accolades 
• Improves the overall quality of hire with well-rounded insights
• Champions DEIA efforts and promotes equitable hiring decisions
• Efficient and has higher predictive validity compared to psychometric tests 
• Creates a more focused candidate pool with better role and culture fit
• Limits turnover rates by hiring candidates who understand the responsibilities a role entails