Assessment Resources
The assessment stage helps you gather direct, role-relevant evidence from candidates.
Job simulations provide an opportunity to observe how candidates organize information, make decisions and communicate in a realistic scenario.
This tool can be used separately or as an addition to an interview, depending on the role and the competencies being assessed.
Estimated completion time: up to ~30 minutes each.
Before you begin
Determine which competencies still require assessment and select the most appropriate method for gathering that evidence.
Job simulations are useful when you need to observe how someone organizes information, communicates, prioritizes or makes decisions in a role-relevant scenario.
Use the same instructions, time limits and scoring criteria for every candidate completing the same simulation/assessment. Assessors should review the materials and scoring approach before the first candidate begins.
Assessments should be relevant to the role, reasonable in length and designed to evaluate identified competencies—not personality, similarity to the existing team or personal preference.
For the most effective experience, complete these tools in order or select the tool that best matches your current needs.
Use a Job Simulation
Observe how candidates approach a short task or situation that reflects the work of the role. Use this tool when you're 1) additional evidence is needed after interviews, 2) important competencies are difficult to assess through questions alone, 3) candidates have demonstrated similar interview performance, and/or 4) the role involves practical decision-making, prioritization, communication or problem-solving.
What this tool does
- Helps you assess how candidates approach tasks, organize information, and respond to situations relevant to the role.
- Provides a structured way to observe competencies that may not be fully demonstrated through applications or interviews.
What you will do
- Create or select a short, role-relevant scenario.
- Give each candidate the same instructions and preparation time.
- Ask candidates to explain or demonstrate their approach.
- Observe how they organize information, make decisions and communicate.
Information to have ready
You can begin without all of this information but having it available will make the process easier and help produce a more accurate result. This includes (but is not limited to) the following:
- The priority competencies being assessed, as per the previous steps
- The evidence already collected during application review.
- A list of competencies that require further exploration.
- Clear candidate instructions.
- The expected length of each assessment.
- Examples of weak, acceptable and strong evidence, where appropriate.
- Assessment scorecards for each candidate.
- The timeline and responsibility for making the final decision.
The tool above will help with creating a consistent and structured assessment of each candidate. The criteria for job simulations should be based on the previous steps within our Competency Match program.
Note that a job simulation should reflect a realistic aspect of the role without asking candidates to complete unpaid productive work. Keep the exercise focused, provide clear instructions and assess only the competencies identified in advance.
Next Step: Final Review
Review the evidence gathered through application review, interviews and simulations together. Avoid relying on a single score or interaction where several forms of relevant evidence are available.
Document the reasons for the final decision and retain hiring information in accordance with your organization’s policies.
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