Simulations in the Selection Context: Considerations, Challenges, and Opportunities
This chapter provides an overview of the state of the art and science of using simulations for employee selection. We begin by examining the validity, flexibility, credibility, and downsides of using simulations for selection. Next, we explore key issues to be considered during the design and implementation of simulations (e.g., response and stimuli fidelity, scoring approach, and use of technology) and how these issues can impact validity and utility. Then, we consider the use of simulations in the context of the candidate lifecycle from the perspective of both individuals and organizations: before candidates engage in a simulation (i.e., during the attraction and recruitment stages), while candidates are participating in the simulation (e.g., the simulation experience, test anxiety and administration costs), and after the simulation is complete (e.g., candidate reactions, likelihood of challenge to process or results, and making use of simulation data). We conclude with a brief exploration of how changes in technology are likely to impact the nature of simulations and how candidates interact with them in the future. Throughout the chapter, we offer practical guidance, highlight areas in need of additional research, and share strategies for effective implementation of simulations within organizational selection contexts.
KeywordsEmployee selection Job simulations Assessment centers Situational judgment tests Work samples Fidelity Internet testing
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