Intense, real-world, memorable - gamified simulation training
Intense, real-world, memorable - gamified simulation training
Training simulations offer a clearer way to screen job candidates - by showing you how they think, communicate, and prioritise under pressure.
Unlike traditional interviews, simulations let you observe behaviour in motion. You see decision-making, not just self-presentation. You get insight into potential, not just polish.
This article unpacks how to use simulations during recruitment - especially in finance and strategy roles where judgment and clarity matter more than smooth answers.
CVs are clean. People are not.
You’ve likely seen it before: a strong resume, a decent interview, and then… disappointing performance once the hire starts. Not because they lied. But because your process never showed you how they actually think when it counts.
That’s the gap simulation fills.
It’s not about turning recruitment into a game. It’s about creating moments of real decision-making - so you can assess the skills that matter most, before they’re on payroll.
At first, we started designing simulations for internal talent at Morgan Stanley. The aim was never to catch people out. It was to help them step into critical decisions early - capital allocation, M&A strategy, portfolio stress - and learn fast. Over time, we realised the same tools were perfect for hiring.
Because when someone’s dropped into a finance simulation with imperfect information and a looming deadline, what emerges is far more telling than anything on a CV.
Interviews tell you how someone talks. Simulations show you how they think.
That difference matters - especially in finance and strategy roles, where you're hiring for clarity, structure, and good judgment under uncertain conditions.
What good simulations surface:
These are the moments you can’t script. And in our simulations, they emerge naturally - because we design for them.
One hiring manager told us, “We finally saw how they’d actually behave with a client, not how they said they would.”
Exactly.
If your simulation doesn’t feel like the job, it’s just theatre.
The goal isn’t to entertain or trip people up. It’s to recreate the pressure and ambiguity of a real role - so candidates can reveal how they naturally think and behave.
Start by asking:
What decisions does this job require on day one? On day thirty? On day ninety?
Then reverse-engineer a scenario that compresses that context into 45–60 minutes.
A few things to include:
At Finsimco, we use this exact framework. Each simulation is built from real-world decision patterns, refined through testing, and regularly updated. You don’t need fancy tech to get it right. You just need to reflect the world as it is - not as a textbook imagines it.
The realism doesn’t come from the platform. It comes from the pressure.
Here’s where it gets easy to overthink. Or worse - score the wrong things.
You’re not looking for the “correct” answer. You’re looking for how someone reasons, reacts, and reflects.
Here’s what to watch for:
1. Decision logic
Can they walk you through their thinking? Was it structured? Did they make assumptions explicit - or just guess quietly?
2. Communication style
Did they bring people with them? Were they too passive - or overly dominant? Did they adjust their tone based on the role or scenario?
3. Behaviour under stress
Did they freeze when new data came in? Get defensive? Or adapt and move forward?
4. Team dynamics (if group-based)
Were they constructive? Did they ask questions, summarise, challenge well - or just wait to speak?
We often advise hiring managers to hold a short post-simulation debrief with candidates. Ask:
“What would you have done differently?”
“Where did you feel confident? What threw you?”
Their answers will tell you more than any scoring rubric ever could.
Tip:
If you're running the same simulation across multiple candidates, capture notes not just on outcomes - but on how candidates navigated uncertainty. That’s the real differentiator.
Most hiring processes are built to spot who’s ready now. But if you’re recruiting for long-term value - especially early-career or high-growth roles - you want to spot potential too.
That’s where simulation helps.
You’ll see candidates who:
These aren’t polished behaviours. They’re promising ones. And they’re often hidden in traditional hiring.
By noting how someone thinks in ambiguity - and how they reflect on it afterward - you get a better read on whether they’ll grow in the role, not just survive the first 90 days.
And with simulation, that insight doesn’t come from gut feel. It comes from evidence.
When it’s working, you’ll feel it.
Candidates don’t feel tested. They feel challenged. Seen. Often energised. Even when they don’t get the role.
And on your side, you stop second-guessing. You don’t rely on a vibe or a “well, they said the right thing.” You’ve watched them respond in a live scenario. You’ve seen the judgement - or the hesitation.
What you should expect:
At Finsimco, this is how we design all our simulations. Real-world fidelity. Decision-making tension. Built-in reflection. Not to impress candidates, but to understand them.
Because when your recruitment tool is also a learning experience - for everyone involved - you’re doing something right.
Using training simulations to screen job candidates isn’t about overcomplicating your hiring. It’s about seeing the things that actually matter - before you commit.
You’re not just testing knowledge. You’re observing judgement, clarity, and communication in motion. And that kind of insight changes the game.
Simulation helps you:
At Finsimco, we’ve spent years developing simulations that do exactly that - built from the inside out, pressure-tested in real-world finance and strategy environments, and tailored for hiring teams that want more signal, less noise.
Want to see what that looks like in practice? Explore our candidate-assessment simulations here. We’ll show you what’s possible - and what’s worth seeing before you hire.
Because polish fades. But good thinking lasts.
