Which selection tool assesses candidates based on their performance in simulations?

The selection tool that assesses candidates based on their performance in simulations is the Assessment Center. This approach typically involves a series of exercises that simulate actual job tasks or scenarios that candidates may face in their roles. It allows evaluators to observe how candidates handle real-life situations, such as decision-making under pressure, teamwork, problem-solving, and communication skills.

Assessment Centers provide a comprehensive evaluation since they often involve multiple assessors who observe candidates over a period of time and through various exercises. This setting creates a more dynamic and interactive assessment environment, which can lead to more accurate predictions of job performance compared to other methods.

In contrast, personality tests primarily measure traits and characteristics, which provide insight into how a candidate might behave in different situations, but do not simulate specific job tasks. Structured interviews involve a consistent set of questions, aimed at evaluating a candidate’s responses, but they do not involve simulations. Cognitive tests assess a candidate's intellectual capabilities, such as reasoning, problem-solving, and information processing, but again, do not involve practical demonstrations of skills through simulations. Therefore, the Assessment Center stands out as the selection tool tailored to evaluate performance in real or closely related job situations.