There is no doubt that for HR and recruiters, the race for new talent is increasingly competitive, and the need to attract the next generation to their company is growing. The technologies made available for HR professionals to select new profiles are innovative and effective, but they are not always adopted or used in the right way.

Despite this, many companies still have not abandoned the old method: spamming job ads, collecting CVs, evaluating and series of interviews to assess the candidate's capabilities. This method, in addition to being time-consuming and complex, may be unattractive to talent looking for a company that is not only financially attractive but also aligns with their vision and values..

If there was a simple solution that would revamp the entire new talent framework for recruiters? If there was a platform that could:

✅ generate Employer Branding strategy potente e di massa;
✅ mostrare ciò che l’azienda fa in modo più dettagliato di una pagina delle carriere, come lo fa e cosa la rende diversa dai suoi competitor;
✅ dare alle aziende il potere di attrarre e assumere i migliori talenti attraverso tecniche di Talent Acquisition innovative;
✅ avere una dashboard aggiornata real time per raccogliere dati, soluzioni e informazioni riguardanti ogni candidato.

 

This solution does exist, it is digital, and it is not a tool that solves a specific problem, but it is a tool that changes the entire way we approach early talent: a Job Simulation program. A Job Simulation is a digital job simulation of a specific job position that captures what are the tasks and duties that a candidate would go on to perform within the company should he or she go into that same position. The entire activity takes place online by means of a special platform that clearly illustrates all the "tasks" that the candidate must perform within a given deadline.

In this article we have gathered 9 reasons why Job Simulation programs should be the new tool of acquisition for HR and recruiters.

 

 

1. Changing the definition of Employer Branding

Employer Branding has become a key component of effective recruiting for companies. Companies benefit from promoting their brand that candidates aspire to work for, which is why it continues to require a significant upfront investment. From improving the company website, to a constant social media presence, to ongoing development of content creation by the marketing department and attendance at trade shows, events, that involves a lot of time, effort and cost.

Companies can now use Job Simulation programs to more clearly explain what they do and how they do it. Participants can now immerse themselves in your workplace and get a sense of what you do, how you do it, and what makes you unique. Rather than publishing articles explaining how your organization is more innovative than others, show it to candidates through innovative, technology-driven avenues of recruiting.

2. Stand out to attract top talents

Promoting your company is not an easy task. You know what makes it unique but it can be difficult to explain, as there is a risk of sounding like you are selling something.

Rather than trying to explain the difference or encourage candidates, simply direct them to your Job Simulation program. It is all in one place. The team, the work methodology and what the company does is all in one virtual environment and is set up as a safe, supportive and engaging learning space. In this way, participants will have the opportunity to inform themselves and you will attract only candidates who are genuinely interested in your organization.

3. Become an innovative company capable of inspiring new talent

It is discouraging for students to think about what they want to do with their careers. Many are unsure of the job opportunities in the market, and some feel insecure because they feel inadequate in their first experiences because they come from an academic background that does not prepare them for the world of work.

You can use an open-access, free virtual simulation experience program to help students around the world gain valuable practical skills, build confidence and see what potential careers are right for them. By investing in this new Talent Acquisition methodology and especially in their learning, without expecting anything in return, you will promote far-reaching engagement with your target audience. Do not underestimate how valuable it is for students to have the opportunity to learn from companies like yours.

4. Fill the skills gap between university and entry-level employment

It is no secret that companies invest heavily in training and continuing education for entry-level employees. However, this is a necessary activity because universities do not effectively prepare students for the world of work. The very basis of the university framework is based on theoretical teachings. Priority is not always placed on practical application, and even if it is, practice may vary depending on the company in which you work.

Improve your company's productivity and save costs by anticipating practical training. Job Simulation tracks use exactly this hands-on methodology and focus on specific skills that new talent needs to have properly trained once they join your company, such as customer communication, research, Excel templates, or even coding and programming. By doing this, you can ensure that the candidates you bring in come in trained and with basic skills to get started.

5. Promote diversity of thought through a path to long-term success

Why do companies continue to hire from the same universities every year? They may approve the curriculum, teaching structures, diversity initiatives, etc., but aren't they risking making their own talent acquisition strategy too heterogeneous?

Go beyond well-trodden paths and think bigger about your talent pipeline. Using this new training and talent acquisition methodology, you will open your company's doors to candidates from around the world, observe who comes through your program, how they perform and whether they are a good fit to work with you. The emphasis shifts to the candidate's talent and not the university they attended.

6. Build a community to train your Brand Ambassador

Opening your company does not mean completely disrupting your Talent Acquisition strategy. Many universities, in fact, have quickly embraced the benefits of Job Simulation programs. That's why VGen boasts about 40 partnerships with communities and university associations throughout the country. The partnerships are such that any Job Simulation program is automatically distributed to each university's vast network of students.

7. Solve the problem of diversity and inclusion by breaking down barriers to entry

It is estimated that companies invest more than 8 billion euros annually in diversity and inclusion initiatives. Diversity and inclusion activities are becoming increasingly in demand in human resources.

Through Job Simulation programs, anyone is given the opportunity to experience the workplace. Not only does this inspire candidates to pursue certain career paths, but it also pushes them to make the right decisions for themselves and gain valuable skills along the way.

You cannot solve the myriad problems of the complicated issue of diversity and inclusion in general, but you can still make an immediate and powerful impact by breaking down barriers to entry into your company.

8. Use a practical hiring methodology to identify the most suitable candidates

Can a person's potential and suitability for the job really be judged solely through a resume, cover letter and interview? Many people are guilty of "tweaking" their credentials on the CV or during the cognitive interview. Others are simply outstanding in study but less so in practical application. Some know how to write very well or how to present very well, but then fail in the workplace.

We need to find more practical ways on how to identify candidates. We need to go beyond traditional indicators and find ways to understand the person and their potential. Candidates who choose to invest 3-4 hours in a Job Simulation case study show their work readiness. Candidates who choose to undertake a Job Simulation program show their commitment to learn and improve.

9. Breaking away from traditional talent acquisition schemes that are becoming increasingly onerous and expensive

There is a wide range of options, tools and technologies available to recruiters. It is time to think differently about how we discover new talents.  

You can do this by embracing transparency and showing what we do and how we do it. Now you can open the doors of your company and leverage a single platform to:

🧲 Attract talent beyond traditional channels
💥 Break down barriers to entry
🧑‍💻Select the most suitable candidates through a job simulation 

So now that you know the 9 reasons why Job Simulation programs should be your new recruiting tool, what are you waiting for? It's not just another tool but a completely different way of thinking about and approaching the next generation.