National City Corporation, a multistate banking firm with headquarters in Cleveland, Ohio, employs around 32,000 people. The company has been named one of “The Top 100 Employers” by The Black Collegian magazine. National City, founded in 1845, is one of the nation’s largest financial holding companies.

National City uses a computerized simulation of specific job-related tasks known as “Virtual Job Tryout” to select candidates for jobs. In effect, job candidates get to audition for the job they want. The company believes that this type of assessment does more than help the company select the right people. The process also gives National City Corporation a distinctive recruiting experience that creates a unique impression on applicants and helps build the employer brand of the company.

National City worked with a consulting firm to develop several virtual simulations. The simulations have audio and video interactivity and are quite appealing to younger job applicants such as Gen Y’ers. Call center applicants, for instance, are given scenarios requiring them to solve customer service problems. Branch manager applicants have to demonstrate their skills at developing client relationships and making quick personnel decisions. Of course, these online assessments are just part of the overall selection process, but they are the next step in getting hired after completing the application process.

The firm believes that this part of its selection process is an educational tool that helps potential employees learn about the company. According to one of the consultants involved in the development of the simulation, innovative companies are looking for unique experiences such as this one to make their selection process standout.

Questions

Discuss the pros and cons of using virtual assessment for employee selection. To answer this question, you may want to do further research on the concept.

What concerns would you have about this selection process if you were an applicant?

Describe the steps the company would need to take to ensure that the selection process is nondiscriminatory and fair.

Do you think all types of employees would respond the same to virtual assessment? Why? Why not?

For what types of skills is virtual assessment best suited (e.g., interpersonal, analytical, business, engineering, other)? Explain your response.

Are there jobs for which this type of assessment would not be appropriate?