Recruitment by simulation: assess performance

The simulation recruitment method (MRS) is an innovative technique that allows you to attract the best profiles while ensuring a rigorous selection of candidates. This approach offers a concrete assessment of skills and the motivation of talents, thus facilitating the recruitment process.

What is the simulation recruitment method?

This technique consists in placing the candidates in realistic work situations in order to assess their skills and their adaptability to the position to be filled. This makes it possible to better understand the potential of people and predict their future performance within the company.

What sectors use the MRS?

This method is used in fields where technical skills and adaptability are crucial, such as technology, health, finance, customer service, and industry. These sectors greatly benefit from the MRS to assess the practical skills and the capacity of candidates to manage complex situations.

Who can benefit from the MRS?

Companies of any size, whether SMEs, large companies, or specialized recruitment firms, can benefit from it. It is particularly useful for recruiting candidates for workstations requiring specific skills. But also to test atypical candidates who do not have a classic professional experience. It attracts hidden talents that do not go through traditional recruitment methods.

How does a simulation recruitment take place?

Simulation recruitment takes place in several stages:

• Identification of the need : Definition of the position and then the level of diploma and necessary skills and soft skills.
• Creation of practical tests : implementation of exercises that simulate the real tasks that the candidate will have to perform.
• Evaluation : Observation and notation of the candidate's performance with objective criteria, such as problem solving or adaptation to the work environment.
• Motivation interview : Once the simulation is completed, an interview is conducted to assess the candidate's motivation and his adequacy with the values ​​of the company.

What types of tests are used?

Simulation tests include practical exercises, scenarios, and ability tests that make it possible to test the technical and behavioral skills of candidates.

For example, a recruitment test for a sale position can include scenarios where the candidate must negotiate with a fictitious customer. Post and personality analysis tests can also be used to better understand the candidate's compatibility with the proposed position.

What are the advantages of the MRS?

• Equal opportunity : The MRS guarantees a non -discriminating assessment based on the real skills of the candidate, without taking into account the origin, sex, or other criteria not linked to work.
• Objectivity : Recruitment is based on practical and objective assessments, which eliminates subjective biases often present during conventional interviews.
• Adaptability : It allows you to test the candidate in close working conditions. This ensures a better adequacy between the profile and the post sheet.

How to optimize the recruitment method by simulation?

To optimize the MRS, it is essential to properly define the profile sought upstream. Using management tools like Marvin Recruituer can simplify the process by centralizing candidates data and allowing detailed monitoring of test performance. This allows you to have an overview of the candidates and to quickly identify those who best meet your specific needs.

3 tips to effectively manage its recruitment strategy

A well -managed recruitment strategy is essential to attract and retain the best talents. Here are three key tips:

1. Defining a strong employer brand
   A well -defined employer brand attracts the best profiles and strengthens the attractiveness of your business on the job market. Communicate on your corporate culture, your values ​​and the benefits you offer to your employees.
2. Using social networks
   Social networks are powerful tools to disseminate your job offers and reach a large audience. Use platforms like LinkedIn , Facebook and Twitter to promote your recruitment campaigns and interact with the candidates. An active presence on social networks strengthens your employer brand and helps attract the best profiles.
3. Incorporate recruitment software, efficient
   recruitment software like Marvin Recruiter facilitates applications management, centralizes data, and automates repetitive tasks. This allows recruiters to focus on high -added tasks, such as interviews and the assessment of candidates. Marvin Recruiter offers advanced features such as sourcing, Outreach, and management of candidates databases, allowing you to recruit faster and effectively.

FAQ: Your questions about the MRS

What is the difference between a traditional recruitment process and the simulation method?

A traditional recruitment process focuses mainly on CVs and interviews, while the simulation recruitment method includes practical situations and tests to assess the real skills of candidates. This method offers a concrete evaluation and reduces the risk of bad hires, ensuring a better adequacy between the candidate and the position.

How to set up a recruitment method by simulation in my company?

To set up a simulation recruitment method, follow these steps:

• Defining the position profile and the required skills are the first crucial steps.
• Then create realistic simulation scenarios adapted to the job to be filled.
• Use recruitment software like Marvin recruit to manage applications and tests.
• Training recruiters in simulation techniques is also essential to guarantee an objective assessment.
• Finally, analyze the results and adjust simulations according to the HR KPIS makes it possible to continuously improve the method.

What are the advantages of the simulation recruitment method compared to traditional methods?

The MRS allows an objective assessment of skills. It reduces biases in the selection of candidates. It improves the quality of hires and ensures better adequacy between the candidate and the position. Finally, it increases the retention of new employees.

Using situations and practical tests, the MRS allows a more precise evaluation of the skills and motivation of candidates, thus surpassing traditional methods based solely on CVs and interviews.