Simulation-based recruitment: Definition and HR issues

[vc_row][vc_column column_width_percent="100" gutter_size="3" back_color="color-717908" overlay_alpha="50" radius="sm" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" sticky="yes" width="3/12" uncode_shortcode_id="224983" back_color_type="uncode-palette"][vc_custom_heading heading_semantic="p" text_size="fontsize-180572" text_weight="500" text_height="fontheight-179065" uncode_shortcode_id="113936"]Summary :1. Job analysis2. Creating recruitment tests3. Candidate assessment4. Motivational interview[/vc_custom_heading][/vc_column][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="8/12" column_width_pixel="800" uncode_shortcode_id="618477"][vc_empty_space empty_h="2"][vc_column_text uncode_shortcode_id="185723"]The simulation recruitment method is an effective way of recruiting the right profile for a given position. This recruitment technique goes beyond the promises of the CV and cover letter to achieve the certainty of competence and added value. How does this method work? What are the challenges for the human resources department? This article explains the simulation-based recruitment method and outlines its various stages. The Simulation Recruitment Method (SRM) is an original recruitment method developed in the 1990s by a manager at Pôle Emploi. Its aim is simple: to recruit candidates on the basis of real, proven skills. In reality, diplomas and training are not always reliable benchmarks for recruiting qualified profiles for a job. Competencies and soft skills are much better benchmarks. In the interests of objectivity, simulation-based recruitment involves practical exercises in which candidates are assessed in real-life situations. This method is particularly well-suited to the context of digital professions and professions where diplomas are of little importance. Not only is the simulation recruitment method practical for mass recruitment, it is also useful for finding employees for professions with a shortage of candidates.A recruitment campaign with no experience, for example, can use the simulation recruitment system to find the right profile.It's in HR's interest to learn more about this innovative recruitment strategy.Simulation-based recruitment offers numerous advantages for human resources, companies and candidates alike. These advantages include

• Expanding candidate searches;
• Fast and efficient processing of large-scale recruitment ;
• Exclusion of discriminating factors (gender, age, origin, etc.);
• The opportunity for self-taught individuals and atypical profiles to be recruited.

Moreover, this strategy is an effective filter against the cognitive biases generated by intuition in recruitment.There are four main stages in the simulation recruitment method. These include job analysis, the creation of recruitment tests, candidate evaluation and the motivational interview.

Job analysis

The first step is to study in detail the position for which you are applying. The idea behind this study is to determine the technical aptitudes and behavioral skills required for the position, as well as the tasks to be performed. Job analysis is an important part of reducing turnover. It gives the future employee a precise idea of his or her future tasks within the company. So there's no risk of resigning because of unforeseen tasks. The next step is to draw up an accurate and detailed job advertisement to attract people with the right skills. Ideally, you should remain flexible and unrestrictive, so as to attract sufficient applications. Recruitment failures are generally linked to soft skills/job incompatibility and can cause serious imbalances within companies.

Creating recruitment tests

Once the job description has been drawn up, the second step is to draw up recruitment tests. The aim is to gauge candidates' real potential. To achieve this, the exercises should be as close as possible to the job's actual tasks. The company needs to project the candidate into real working conditions in order to assess his or her practical skills. As a general rule, recruitment tests cover two types of test: aptitude and behavior.

Aptitude test

The aptitude test assesses the candidate on a task related to the skills required for the position. It may be an analytical test, a comprehension test or a logic test.

Personality test

Why take a personality test? The personality test is also useful for assessing aptitudes. It focuses on the candidate's interpersonal qualities and conative and affective traits. It enables us to get to know the candidate and anticipate how he or she will react in given situations.

Candidate assessment

The third stage is candidate evaluation. This is carried out according to a grading grid defined in advance by the recruiter. Here, candidates are evaluated on a number of criteria. These include :

• Autonomy;
• Proactivity;
• Dynamism;
• Teamwork ;
• Adaptability, etc.

Apart from these, the assessment may also take into account other important criteria, depending on the position to be filled. Unlike ordinary job interviews, this stage of the simulation recruiting method is useful for detecting more aptitudes in the candidate.

Motivational interview

To conclude the simulation recruitment process, the selected candidates are interviewed in turn. The aim of this final stage is to assess the motivation and personality of each candidate. However, with the help of science in recruitment, it is possible to avoid long hours of interviews and routine questions. There is more than one innovative, practical, and reliable recruitment method that allows you to test motivations quickly and more effectively. Curriculum Vitae is not a logical part of a simulation-based recruitment strategy. It does not always guarantee the recruitment of the right profiles. It only provides information on the candidate's qualifications, skills and career path. Basically, it offers a mediocre rate of prediction of real potential, based on information that is sometimes erroneous and difficult to prove. Also, unlike the simulation-based recruitment method, the CV is not conducive to detecting soft skills and true potential. By using this document, the recruiter can unknowingly exclude the ideal candidate in favor of a hodgepodge of academic and professional references.However, with innovative recruitment methods and Artificial Intelligence, the recruitment system is more efficient than ever. These are just some of the reasons why the CV is obsolete. If you want to understand how AssessFirst can help recruiters, you need to know that inspired by behavioral science and artificial intelligence, AssessFirst offers predictive technology that can simplify the simulation-based recruitment method.This technology makes it possible to collect the data needed for recruitment, and to identify the most important criteria for each position.Thanks to its predictive algorithms, AssessFirst takes into account over 200 criteria. These relate to the personality, motivations and cognitive abilities of candidates. They are particularly useful for filtering applications and identifying those with potential. In addition, AssessFirst integrates a campaign system that facilitates efficient management of recruitment operations (both internal and external). It collects behavioral data on talents and the potential that characterizes each of them. He has also developed high-performance affinity algorithms that can predict people's ability to collaborate and work as a team. This technology is particularly beneficial in enterprise systems. Its use optimizes employee engagement and boosts company performance. With just a few clicks, AssessFirst gives recruiters access to a multitude of functions to find the candidates most compatible with their expectations. Every company would benefit from discovering AssessFirst's recruitment solutions. Unlike CV-based recruitment, simulation-based recruitment is a highly conclusive, objective strategy. Artificial intelligence and innovative solutions developed by science have contributed significantly to deepening its efficiency and speed. Simulation-based recruitment is a real boon for everyone involved in the hiring process: the company, the human resources department and the jobseeker.[/vc_column_text][vc_row_inner row_inner_height_percent="0" overlay_alpha="50" gutter_size="3" shift_y="0" z_index="0" limit_content=""][vc_column_inner width="1/1"][vc_button button_color="accent" radius="btn-circle" outline="yes" border_width="0" display="inline" css_animation="zoom-in" animation_speed="800" link="url:https%3A%2F%2Fwww.assessfirst.com%2Fen%2Fbook-a-demo%2F|title:Book%20a%20guided%20tour%20of%20AssessFirst|target:%20_blank|"]Book a product tour[/vc_button][vc_button button_color="accent" radius="btn-circle" border_width="0" display="inline" css_animation="zoom-in" link="url:https%3A%2F%2Fapp.assessfirst.com%2Fregister%2Fstart%3Futm_source%3Dwebsite%26utm_medium%3Dblog%26utm_content%3Dsimulation-based-recruitment-method|title:Try%20out%20AssessFirst%20for%20free%20for%2014%20days|" button_color_type="uncode-palette" uncode_shortcode_id="156480"]Try it for free for 14 days.[/vc_button][/vc_column_inner][/vc_row_inner][/vc_column][vc_column width="1/12"][/vc_column][/vc_row][vc_row][vc_column column_width_use_pixel="yes" gutter_size="3" overlay_alpha="50" shift_x="0" shift_y="0" shift_y_down="0" z_index="0" medium_width="0" mobile_width="0" width="1/1" column_width_pixel="1200"][vc_empty_space empty_h="2"][uncode_index el_id="index-983816" loop="size:3|order_by:date|post_type:post|taxonomy_count:10" auto_query="yes" auto_query_type="related" screen_lg="1000" screen_md="600" screen_sm="480" gutter_size="3" post_items="media|featured|onpost|original,title,author|sm_size|hide_qualification" single_overlay_opacity="50" single_padding="2" single_title_dimension="h5" single_title_height="fontheight-179065"][/vc_column][/vc_row]