A job simulation asks a candidate to do a small piece of the work. It can reveal how someone structures a problem, makes a trade-off and explains a decision. That is useful evidence that a list of skills on a resume cannot provide.
Start from real work
Choose a task that resembles the role. A support candidate might respond to a difficult customer message. An analyst might interpret a small dataset and explain a recommendation. A team lead might plan a short project with a constraint.
Keep the scope realistic. The task should be long enough to show reasoning and short enough to respect the candidate's time. If the task takes a large amount of unpaid work, it is probably too big for an assessment.
Write a clear brief
Give the candidate the context, the question, the constraints and the expected output. Say whether they should record a spoken explanation, submit a short document or both. A candidate who has to guess the format is being tested on the wrong thing.
Include the rubric criteria in plain language. The candidate does not need the full scoring guide, but they should know which skills the task is meant to show.
Let the candidate think
An async simulation gives the candidate room to read the brief and plan an approach. That is useful for a task that rewards reasoning. Tell the candidate how much time they have and whether they can pause.
If the task needs live interaction, use a live format instead. A recorded simulation is a poor fit for a negotiation or a rapid back-and-forth.
Review the evidence, not the performance
Score the approach, the reasoning and the output against the rubric. Do not reward a polished recording if the underlying work is weak. Do not punish a candidate for a plain explanation if the reasoning is sound.
Ask reviewers to write a note for each score. A note that points to a specific choice in the simulation is easier to discuss than a general impression.
Give useful feedback
Tell the candidate what the team looked for and what happens next. If the candidate is not selected, a short note about the gap is more useful than silence. It also protects the employer brand with people who may apply again.
A job simulation is not a perfect copy of the job. It is a focused sample of how someone works. When the task and the rubric are clear, that sample can be useful evidence for a human decision.