In recruitment and personnel selection processes, it’s not just what candidates can do on paper that matters — it’s how they act in realistic situations. That’s exactly where role playing in assessment centers comes into play. This proven method offers a valuable way to observe and interpret candidate behavior and skills in action (Bregas, 2022).
Why is role playing so effective?
- Realistic insights – It reveals how candidates communicate under pressure, form decisions and handle conflict.
• Measurable soft skills – Traditional interviews often only provide theoretical answers, while role plays allow for authentic behavioral observation.
• Highly adaptable – Whether it’s leadership simulations, customer interactions or conflict scenarios, role plays can (and should) be tailored to your company’s needs and targeted roles.
However, the use of role plays isn’t without controversy.
While they are commonly used for entry-level and mid-level assessments, their relevance tends to decrease in (senior) management evaluations. At higher levels, leadership competencies are often better assessed through business cases, strategic discussions or simulation-based decision-making tasks. More on that soon in our [Business Reviews] 😉.
Both our experience and academic research confirm: when used in combination with other assessment tools, role playing is a valuable method for evaluating someone‘s potential (Schmidt et al., 2016). Still, it should be applied purposefully and tailored to the context.
What do you think about role plays in selection processes?
Bregas, J. (2022) Rollenspiele im Assessment Center, essentials. https://doi.org/10.1007/978-3-662-65242-8
Schmidt, Frank. (2016). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings. unter: https://www.researchgate.net/publication/309203898_The_Validity_and_Utility_of_Selection_Methods_in_Personnel_Psychology_Practical_and_Theoretical_Implications_of_100_Years_of_Research_Findings