How to hire employees and contractors more effectively with Immersio

What does a role-play simulation reveal in recruitment?

In a scenario, the candidate has to make trade-offs: answer quickly or check, satisfy the customer or follow the rule, decide alone or escalate. Their choices, and the order in which they make them, say a lot about how they work. The full path is recorded: you see which options were chosen at each step, not just a final score.

This is especially useful for roles where relationships and judgement matter more than qualifications: customer service, frontline management, sales, coordination. For a contractor (independent trainer, consultant, subcontractor), it is a way to check they understand your standards before you entrust them with your clients.

How do you design a simulation that reflects the job?

Start from a situation the new hire will genuinely face in their first weeks. Describe it in the studio with the context, the people involved and the rules to follow, then review the generated scenario with the future manager.

• Avoid trick questions: a good selection scenario tests judgement, not knowledge of your internal jargon.
• Allow several acceptable answers when the job permits it: there is often more than one right way to do things.
• Have two or three current employees play the scenario before using it: their results give you a benchmark.

How do you run the simulation with candidates?

Create a dedicated class (for example “Candidates – customer advisor”), invite candidates by email and set a short access period. They sign in with a code, without creating a password, and play from their computer or phone.

Each invited candidate uses a seat during the assessment. Once recruitment is over, remove these accounts from your workspace: they stop being billed and you limit how long data is kept.

How do you interpret a candidate's results?

The score and gauges give a first reading. The most useful part is the detail of the choices: a candidate with an average score who shows caution at the right moment may be a better fit than one who “found” the right answers.

Use the path as the basis for the next interview: “At this step, you chose to call the customer rather than write to them. Why?” That conversation is often worth more than the score itself.

What does the law say about role-play assessments?

In France, methods used to assess job candidates must be relevant to their purpose, and candidates must be expressly informed, before they are used, of the methods applied to them (articles L1221-6 and L1221-8 of the French Labour Code). Results are confidential.

• Tell every candidate they will take a role-play simulation, and explain what will be observed.
• Use the same scenario for all candidates for the same job.
• Do not base a decision on the automated result alone: the GDPR strictly regulates decisions based solely on automated processing.
• Set a retention period and delete the accounts of unsuccessful candidates.

These rules concern job candidates. For a contractor, nothing formally requires them, but the same transparency remains good practice. Outside France, check the rules that apply in your country.