Monster Government Solutions

by Tim Lagan

Government Executive recently published an article on the importance of developing specific tests in the recruiting process to judge how prospective employees respond to a particular work environment. These types of job simulations can be a reliable and valid way of assessing applicants during the selection process. They are designed to elicit job-relevant behaviors from applicants, essentially mimicking the scenarios and tasks they would be expected to perform if hired. Job simulations can take the form of multiple-choice assessments (e.g., situational judgment tests) or can ask applicants to actually engage in work behaviors (e.g., analyzing data, answering phone calls). From an empirical perspective, job simulation exercises tend to show higher validity coefficients than the commonly-used self-report measures of Training & Experience (T&E).

Regardless of the type of job simulation used, it is imperative to ensure that your exercise is developed on the basis of results from a job analysis. A job analysis is a systematic study of the tasks and competencies that are required of an incumbent for successful job performance. To the extent that your job simulation exercise measures critical job tasks and competencies, your exercise will have a high degree of content validity and be able to accurately predict which applicants will perform well on the job.

We has a team of Industrial/Organizational psychologists that assist Federal agencies with conducting a job analysis and developing assessment tools, such as job simulations. Combining applicant scores on your job simulation exercise with other assessment tools during the selection process (i.e., using a multiple-hurdle approach) can lead to a more complete picture of applicant potential. Additionally, the results of a job simulation exercise can weighted and combined with scores on other assessment tools, such as a structured interview, utilizing Monster’s Hiring Management Applicant Tracking System (ATS).

Is your agency interested in exploring job simulations as part of a multiple-hurdle approach to selection? Or are you satisfied with the current caliber of applicants appearing on your certs?

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