The Virtual Tryout ( Snell, Morris, And Bohlander

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As can be seen, both of these examples surround current employees and their advancing careers as well as increasing growth and development, but a whole lot can be learned just by tying to get a position to begin with. When an individual finds a company that one is interested in working for, typically the individual applies and then it is left up to the employer to determine the next steps. One of the steps that a business establishment may introduce to an applicant is a virtual tryout (Snell, Morris, & Bohlander, 2016). William Frierson explains, “The Virtual Job Tryout is a unique pre-employment test that allows those differences to surface in manner that helps recruiters quickly identify the best-fit candidates, and hire a workforce that delivers superior results.” (Frierson, 2012, para. 6). Essentially the virtual tryout is an electronic way that an employer can test candidates almost a virtual reality experience; a walk through the typical task(s) that would normally be performed within that position. Of course as with many things there are both advantages and disadvantages to this form of testing. One of the main advantages actually is on the side of the potential employee. The employer is not only testing the employee, but the employee is essentially testing out the job and from this they have the ability to get a sneak peek into what they would be doing throughout the course of their day and determine their interest. If the individual gets hired it will also
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    instance, when filling positions. When it comes to open or promotable positions some might be more or less significant than others, yet the information that is obtained or known about the candidates, such as experience, personal development, virtual tryouts, and resume screening helps the business make the best decision and choice allowing them to hire the best candidate. As a matter of fact, an illustration of a significant position that was filled can be seen in the example of Mary Barra, CEO

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