Humans are extremely complex. Our complexity holds a lot of our potential.

To try and explain a fraction of your potential or what you are capable in a 30-minute interview will never be sufficient.

So what can we do, create, compile to help anyone who will ever have a job interview efficiently communicate their value and potential?

I believe the answer is in simulations, here is why:

In a 30-minute window of time the things you are evaluated on, your appearance, the strength of your handshake, eye contact, do not speak to the biggest question in the room. How well will you perform the job?

Simulations are a medium that can answer this question on a large scale. Depending on the job task a simulation can be tailored to that task. The advancement of AI and the metrics and data found from interaction with simulations are becoming more accurate and predictive of a candidate’s potential ability and performance.

To be clear, I am not advocating for a complete replacement and removal of in-person interview, however, I am offering a replacement for the vetting process and evaluation of candidates. Simulations are especially valuable for vetting large volumes of candidates.

Quickly replacing the current ineffective hiring system is a world where jobs are hired via simulation.