Why Job Simulations Surface Better-Fit Candidates than Aptitude Tests

In a tight labor market where every hire matters, employers are searching for more accurate ways to assess potential. Many have turned to aptitude tests—tools designed to go beyond the resume and evaluate traits such as cognitive ability, personality, and motivation. According to SHRM, 82% of companies use preemployment assessments in their hiring processes.

These tests are often introduced early: Nearly a third of companies offer them before a candidate even applies, and 40% use them post-resume screen. The promise? A more objective, data-driven way to identify high-potential candidates.

While aptitude tests may feel like a scientific solution, there’s a fundamental flaw: They often miss what matters most—how someone will perform within the context of the role.

The Limits of Aptitude Testing

Aptitude tests are designed for scale. They’re standardized, efficient, easy to administer, and typically focus on abstract reasoning, logic, or personality. But they rarely reflect the real-world environments candidates are stepping into.

They don’t show whether someone can translate feedback into action, collaborate across teams, or solve ambiguous problems under pressure. They don’t surface candidates who might thrive with hands-on learning. And they don’t offer candidates a clear sense of what the company or role is actually like, often leaving them underprepared for interviews and unsure if the opportunity is truly right for them.

Why Job Simulations Are a Better Signal

In a hiring landscape increasingly influenced by AI, automated screeners, and standardized assessments, it’s easy to lose sight of what actually matters: how well someone will do the job. Forage job simulations restore that focus.

These free, virtual experiences give early talent the chance to experience the role before even applying. Candidates complete real-world, task-based projects tied directly to the role—building both job-specific skills and an authentic understanding of the company. That means when they do apply, they’re not just qualified on paper—they’re confident, motivated, and aligned with the work ahead.

In fact, job simulations may be one of the most powerful hiring signals you’re not using. Compared to aptitude tests, job simulations capture something more meaningful—engagement, curiosity, and the ability to learn in context. And that can make all the difference in the quality of your pipeline.

One global company that previously relied on aptitude tests noticed a recurring issue: Candidates who made it to the interview stage weren’t well prepared. They lacked confidence, struggled to articulate why they were a good fit, and often misunderstood the day-to-day work. After incorporating Forage job simulations into their hiring strategy, the results were clear:

• 30% increase in candidate confidence in the work
• 38% increase in candidate understanding of the company
• 92% reported developing practical, job-relevant skills

When you see who’s willing to invest time in learning about the company and role before even applying, you get a hiring signal that’s more predictive than a degree, a resume, or even a test. It’s not just about screening—it’s about surfacing those who are truly ready to thrive.

From Screening to Signaling

Forage simulations act as a two-way signal. Employers see which candidates are engaged, informed, and have invested in understanding the role. At the same time, they offer candidates a pressure-free way to explore, learn, and self-select into opportunities that fit, all while building skills along the way.

It’s not about testing for potential. It’s about creating opportunities to demonstrate it. To hire the best people, give them a chance to show what they can really do. Forage job simulations unlock deeper insight, stronger pipelines, and ultimately, better-fit hires.

Explore Forage and connect with our team to get started.