Structured comparison
Give candidates for the same role a consistent scenario and defined competency framework.
For HR and talent acquisition
A candidate can describe the right answer. Give them a fair opportunity to demonstrate it.
Use consistent, role-related simulations as one source of evidence alongside interviews, experience, references and the rest of your selection process.
01Consistent candidate scenarios02Job-related observable criteria03Human-reviewed selection decisions
More relevant hiring evidence
Interview confidence is not the same as customer-conversation ability.
Traditional interviews reward candidates who are comfortable explaining what they would do. A simulation asks them to listen, discover, respond and choose a next step while the situation is unfolding.
The result is not a complete hiring decision. It is an additional work-sample signal that qualified reviewers can consider in context.
Observable behavior
Evaluate what the candidate says and does within the work sample rather than inferred personality.
Explainable evidence
Let reviewers inspect the relevant conversation moments instead of relying only on a composite score.
Development continuity
If hired, use the result to shape onboarding practice rather than discarding the assessment.
Responsible selection
Keep people accountable for high-impact decisions.
Employment decisions require context, appropriate process and awareness of applicable law. TryTheRole is intended to support—not automate—those decisions.
Organizations should validate that scenarios reflect genuine job requirements, provide appropriate notice and accommodations, review results consistently and avoid using a simulation as the sole decision factor.
Job relevance
Connect every scored behavior to an actual responsibility or essential conversation requirement.
Consistency
Use a defined candidate experience, review process and standard appropriate to the role.
Human judgment
Qualified reviewers consider the evidence alongside other relevant information and circumstances.
Frequently asked questions
Questions leaders ask before they begin.
Clear boundaries make the system easier to evaluate and safer to use.
Should the assessment make the hiring decision?+
No. It should contribute relevant evidence to a broader, human-led selection process.
Can we use different scenarios for different roles?+
Yes. Customer service, admissions, sales, intake and leadership roles should use distinct job-related situations and criteria.
What about candidate accommodations?+
Employers remain responsible for an accessible process and appropriate accommodations under applicable requirements.
Can a hired candidate continue using the system?+
Yes. Assessment results can inform onboarding, targeted practice and readiness certification after hire.
Three ways to continue