A growing number of preemployment tests simulate a job’s functions and are being conducted with software. You can liken them to video games but within a work setting. Toyota, Starbucks, and the paint maker Sherwin-Williams have successfully used virtual job simulations to assess applicants. The national real estate firm Royal LePage placed a banner on its careers section inviting candidates to try a real estate simulation to determine whether real estate was the right career. Recruitment leads jumped 300 percent. CIBC’s call centre also uses a simulation of the work of a callcentre employee, allowing candidates to experience the work of a call centre employee while simultaneously having their skills assessed by CIBC recruiters.

At Toyota, applicants participating in simulations read dials and gauges, spot safety problems, and use their ability to solve problems; at the same time, their general ability to learn is assessed. The candidates can see and hear about the job they are applying for from current Toyota employees. National City Bank has used virtual assessments to test callcentre candidates and branch manager candidates. Callcentre candidates are given customer service problems to solve, and branch manager candidates go through a simulation that assesses their ability to foster relationships with clients and make personnel decisions. 

Virtual assessment tools, which are produced by companies such as Shaker Group Consulting and Profiles International, do not come cheap. Although they can cost tens of thousands of dollars, larger companies that can afford them say they are worth it. The benefits are better-qualified candidates, faster recruiting, and lower turnover among employees hired. KeyBank says that by using virtual testing tools, it realized savings of more than $1.75 million per year due to lower turnover. Candidates also seem to like the assessments because they provide a more realistic job preview and make them feel as if they are being chosen for jobs based on more than just their personalities or interview performance. “It was a very insightful experience that made you think about what exactly you like and dislike in the workplace and if you really enjoy helping customers and have patience to do so,” says one candidate tested for a customer service job. 

HR experts warn that companies need to be sure they are not simply buying glitzy simulations that do not translate well to the jobs for which they are hiring. Also, the screening tools could potentially eliminate candidates who have trouble with simulations or computers but might make good employees. You should ask the vendor to provide evidence that these methods are reliable and valid.

Questions 

1. What do you think are the prime advantages and disadvantages of “virtual tryouts?”

2. Do you think there would be any employment equity concerns regarding this system? 

3. Do you think virtual job tryouts might be better suited for some jobs than others? If so, which ones?