+54%
Predictive value vs traditional interview
67%
Candidates preferring a process with simulation exercise
30–60 min
Average exercise duration
-35%
Reduction in casting errors
Definition
A simulation exercise is an assessment method that places the candidate in a realistic professional scenario (client case, technical problem, conflict management, presentation). Unlike declarative interviews ("What would you do if...?"), it allows direct observation of skills in action. It may be individual or group and often integrates into an assessment centre.
Types of Simulation Exercises in Recruitment
Exercise Overview
| Type | Principle | Skills Assessed | Duration |
|---|---|---|---|
| Practical Sector Case | Solve a concrete role-related problem | Technical expertise, reasoning | 30–60 min |
| Role Play | Simulate interaction (client, colleague, manager) | Communication, conflict management | 15–30 min |
| In-Basket Exercise | Process a pile of urgent and important files | Prioritisation, decision-making | 45–60 min |
| Oral Presentation | Prepare and defend a recommendation | Synthesis, persuasion, clarity | 20–30 min |
| Group Exercise | Solve a problem as a group with other candidates | Leadership, collaboration, listening | 30–45 min |
Design an Effective Simulation Exercise
- 1
Identify the key skills to assess
Select 3 to 5 critical skills for the role. The exercise must reveal them naturally, without artificial traps.
- 2
Create a realistic and contextualised scenario
Base it on situations actually encountered in the role. The more authentic the scenario, the more predictive the assessment.
- 3
Define an objective assessment grid
List expected behaviours and scoring criteria before the exercise. All assessors must use the same grid.
- 4
Calibrate difficulty and duration
The exercise must be doable in the time allowed. Test it internally with someone in the role before using it.
- 5
Systematically debrief with the candidate
Constructive feedback after the exercise improves candidate experience and strengthens your employer brand, even if rejected.
Warning
A poorly designed simulation exercise can be counterproductive: too long, too far from the real role or without an assessment grid, it introduces more bias than it removes. Never ask for commercially exploitable work (spec work): it's ethically problematic and damages your image.
At what stage should simulation exercises be integrated?
Generally in the second or third stage, after an initial screening interview. The candidate must have enough information about the role to contextualise the exercise. Avoid placing it too early (deterrent effect) or too late (wasted time if profile doesn't fit).
How long should a simulation exercise last?
Between 30 minutes and 1 hour for individual exercise. Beyond that, cognitive fatigue skews results. For a complete assessment centre with multiple exercises, don't exceed half a day.
How to avoid bias in assessment?
Systematically use an observation grid with precise behavioural criteria. Have two independent observers assess and compare notes before discussion. Train assessors on common biases (halo effect, similarity bias).
Structure your assessments with Aurelia
Create your assessment grids, document your simulation exercises and share results with your recruitment team.