Introduction
Traditional assessments measure knowledge or self‑perception. Simulations measure behavior under constraints, producing richer signals for readiness and potential.
What is it?
Define purpose (diagnostic vs. summative), choose scenarios that elicit target behaviors, and implement standardized scoring with clear reporting.
Key Points
- Separate practice from high‑stakes assessment runs
- Standardize instructions, timing, and artifacts
- Pre‑test with pilots to tune difficulty
- Report strengths, risks, and growth recommendations
Why it matters
Assessment simulations inform selection, promotion, and targeted development plans with more fidelity than multiple‑choice tests.
Decision Patterns
Identify consistent tendencies (e.g., speed over alignment) with coaching implications.
Job Relevance
Use authentic contexts to improve acceptance and predictive value.
Fairness
Document procedures and monitor subgroup outcomes to mitigate bias.
Frequently Asked Questions
Can we reuse training sims for assessment?
Only with careful adjustments. Standardize conditions, remove coaching prompts, and ensure scoring is consistent and documented.
How long should an assessment be?
60–90 minutes across 2–3 scenarios is typical. Keep cognitive load and fatigue in mind.
What evidence should reports include?
Behavior ratings, decision rationales, and selected artifacts (e.g., stakeholder reactions) to contextualize scores.