One job, several applicants. Still its tough to find just the right person. Despite use of tech tools like resume managers, application trackers and automated tests, its not getting any easier to find the right candidate.

Enter virtual simulations. By now the tech has matured enough to actually be used for hiring. Toyota started using virtual job tryouts (VJTs) as far back as 2002-03. At the time, candidates seeking employment in the newly set-up Mexico plant were asked to sit before a computer screen. Using video, Toyota employees explained the job requirements and expectations to the candidates. Candidates had to complete an interactive simulation, where the challenges were based on the actual requirements of the jobs they were applying for. The objective was to assess the candidates problem-solving and learning skills.

More recently, a US-based banking company, National City Corp, successfully used VJTs last year to fill multiple positions, from tellers to branch managers, for 1,400 new branches across states. The company created different tryouts for different positions, each based on the skill-sets required from the candidates.

Many companies offer VJT tools that are highly customizable and interactive. These tools can be used to create simulations based on different competencies or positions; candidates can play these simulations anywhere over an Internet connection. VJT tools also come with several other features, which are helpful in the recruitment process.

Considering the rate at which some industries hire here, India too would benefit from using VJTs in the recruitment process. Apart from saving costs, employers can get a much more accurate picture of a candidates abilities than what is available through traditional methods such as screening candidates on the basis of their rsums. Prospective employees, too, can look beyond what is promised at interviews and get a feel of their actual work. That helps both parties judge the accuracy of the candidate-job fit. Several issues that usually arise after interviewsa candidate who seemed promising turning out to be otherwise, or a job not living up to the employees expectationsneed never arise, if VJTs are carefully designed.

These tools are ideal for companies that have numerous positions to fill, especially if candidates for these jobs are distributed across geographies. Using computer-based assessments would save considerable time and effort in such situations. Before getting swept away by the lure of VJTs, its important to understand and define the exact skill-sets and expectations (results) from employees.

Shyam Malhotra

VJTs do not mean that one-on-one discussions can be done away with. They help a company identify better candidates for the job than a resume shortlisting, or basic online knowledge tests. Simulating the companys culture may not always be possible, for instance. How do you assess if the candidate fits the culture or not? And what about values? Its tough to assess values even with face-to-face interviews, will VJTs be able to handle them?

However, companies are developing components to use VJTs to assess soft skills. Diebold, for instance, has experimented with a component that presents candidates with a challenging situation and asks them to generate several practicable courses of action.

It boils down to this: if youre clear on what you want from the candidate and can explain that to a simulation developer, VJTs will work for you. If you are not, stick to old-fashioned methods.

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