Conducting recruitment for a new staff person entails a lot more than simply
placing an advertisement, collecting resumes and interviewing those who appear
to offer the skills you are seeking. To be effective, the process must be
systematic, transparent, non-discriminatory and accurate in the assessment of
skills. In fact, assessing the accuracy of skills is often the hardest part of
the entire process. This has led to the use of both work related simulations
and intensive personal assessments.
Work related simulations have been used for decades to train flight and
military personnel as well as medical specialists. So why not use simulations
in an ordinary workplace? In actual fact, the use of simulations is indeed
increasing. For instance, candidates at many manufacturing firms are first
seated in front of a computer where they complete an interactive job
simulation that mirrors what they would do in the real workplace. These
simulations not only assess candidate ability in the technical areas but also
assess problem solving, communication, or team orientation. If a candidate is
successful with this initial assessment, they are invited back for additional
evaluation. The value of these simulations is that it provides a more accurate
concept of the job they are applying for and also helps the employer make the
best choice.
Other "simulation" type assessments include role plays where participants are
assigned certain roles in an intensive exercise and then evaluated on that
experience. In addition, there are assessments that involve physical ability
testing, or skills and ability tests that assess an individual's thinking,
reasoning, and verbal or mathematical skills. Another popular assessment
method is referred to as "in-basket" exercises which require participants to
respond to real-life scenarios they would encounter in the new job. The
assignments could include such things as making decisions, writing
correspondences or preparing a presentation.
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