Employers Using Job Simulators to Find The Best Hires

Job simulators seem to be catching-on as the latest tool used by large corporations to find the most valuable candidate in the ever-changing world of job hunting. Not only are high-end potential employees subject to the classic employment application, interview and psychiatric evaluation, but increasingly, many employers are turning to a mock job environment analysis company to help them weed-out applicants.

This practice has been common for many years in the critical airline industry where commercial carriers used aircraft simulators to find the best pilots for the job. But increasingly, corporate America is turning to this new trend to find the best man for the job.

Imagine a fake office filled with actors prepared with scripted work scenarios and high pressure drills of an emergency nature designed to test your working abilities under extreme pressure situations. Then envision your every move, email, telephone call, interaction with fellow employees and solution you come up with being monitored by a group of work assessment psychologists sitting behind a large number of huge video and computer screens. The good note here is that you are given a week to put to memory lots of fake information about the mock company such as product descriptions, employee bios and company financial documents.

This new employment evaluation test is now being used by one-third of fortune 500 companies and appears to be a growing trend according to Fobes Magazine. Firms such as AT&T and Mutual of Omaha find this system especially beneficial for upper-level management jobs where the position is more critical and the pay higher.

Since statistics say that in 2 years, almost half of all new employees fail, you can see the logic of these companies using such seemingly drastic measures to find the best job applicants possible. In the end, large companies are finding the initial expenditure of sending a prospect through such a system more than pays-off down the road in fewer firings and better job performers.

These assessments are not cheap as a two-day top-level executive assessment can cost a company up to $25,000 per candidate. So obviously, the standard elimination process of resume, interview, personality profile and performance testing along with thorough background checks must screen out only the most potentially promising candidates first.

These top level hires bring with them tremendous potential financial impact on the company if they fail to live up to expectations or get fired. If you consider the cost of recruiting, training, relocation expenses, time and the need to go through the process again to find another employee if the original one does not work-out, the savings are evident.

So, as we see it at Job Service Help, this process may become more common and used increasingly for even lower level positions. Especially if additional assessment companies create a competitive environment and the price of such screening decreases. With the help of ever-increasing computer power, artificial intelligence, sophisticated programs and other technological advances, the price of these bothersome assessments may even become small enough to be utilized for entry level job positions.

So, if you are currently looking for work at a top-level position, or, if you will be job seeking at lower level positions in the not too distant future, do your homework, hone your job skills to the greatest possible level and be prepared to enter the world of the job simulation evaluation process.

Joseph Nino Rudolph