Why Fantasy-Style Simulations Might Shape the Future of Recruitment

The world of hiring is shifting and quickly. As organisations compete for talent in a landscape transformed by technology and AI it’s becoming harder to rely on the traditional CV and interview formula. Candidates can refine their answers endlessly, polish their profiles, and present a version of themselves that may or may not reflect how they perform in real situations.

It’s no surprise then that more employers are exploring assessment methods that focus on behaviour, judgement and real-time thinking rather than rehearsed responses. One approach attracting attention is the use of fantasy-style, immersive simulations assessments that place candidates inside a dynamic, story-driven environment where their decisions genuinely shape outcomes.

But how does this compare with something many of our clients will already be familiar with: e-tray exercises and should businesses be thinking about this shift?

From Interviews to Immersive Scenarios

Imagine an interview process that doesn’t start with the usual “Talk me through a time when…” but instead places the candidate at the centre of an unfolding scenario. They might be asked to solve a time-critical puzzle, analyse a changing environment, or make decisions with incomplete information.

These simulations are designed to reveal how someone approaches:

• Complex problems
• Rapid decision-making
• Prioritisation
• Creative thinking
• Pressure and uncertainty
• Strategic choices

Rather than describing how they behave, candidates demonstrate it. That distinction is becoming increasingly important in a world where AI makes polished answers easier than ever to produce.

How Does This Compare to E-Tray Exercises?

At Corvus People we’ve used e-tray exercises for years because they’re reliable, validated and highly effective. They give hiring managers a window into how candidates work when presented with realistic, job-specific tasks: emails to respond to, documents to review, decisions to prioritise and actually, e-trays and immersive simulations have more in common than you might think. Both place the candidate inside a scenario and see how they behave. Both reduce reliance on interview performance alone and both produce insight that you simply cannot get from a CV. Where they differ is in how far they take the idea:-

Level of Immersion

• E-tray: Practical, structured, and firmly rooted in everyday work.
• Simulations: More like stepping into a narrative — fictional environments, unexpected situations, and evolving challenges.

What They Measure

• E-tray: Time management, written communication, judgement, and information processing.
• Simulations: Adaptability, creativity, strategic thinking, pattern recognition, and comfort operating in the unknown.

Candidate Experience

• E-tray: Familiar and predictable — a realistic “day in the job.”
• Simulations: Engaging, less conventional, sometimes deliberately ambiguous to reveal natural decision-making styles.

Technology & Format

• E-tray: Straightforward digital platforms.
• Simulations: Custom-built environments with interactive or gamified elements.

In essence E-trays show how candidates handle real tasks, Simulations show how they think when the rules aren’t laid out for them. Both have a place, and both help paint a more accurate picture of a candidate’s potential.

Why These Newer Approaches Are Gaining Momentum

• There are several reasons organisations are leaning into this type of assessment:
• They cut through polished answers.
• Watching someone act is far more revealing than listening to a prepared response.
• They create a fairer platform.
• Not everyone is a confident interviewer, but performance speaks for itself.
• They’re difficult to “fake.”
• With dynamic scenarios, candidates can’t rely on memorised examples.
• They make the process more engaging.

Many candidates enjoy the challenge, it feels modern, relevant and less formal but they’re not perfect, like any assessment tool immersive simulations come with considerations:

• Candidates can feel uncertain if they don’t know what’s being measured.
• Not all jobs need this level of complexity.
• Technology must be reliable and accessible for all participants.
• The design needs to be thoughtful to avoid testing irrelevant skills.
• Handled well, though, they can add real depth to a recruitment process.

What This Means for Employers

At Corvus People, we see immersive simulations as a progression, not a replacement. E-tray exercises remain one of the best ways to assess job-ready behaviours in a realistic and practical context. Simulations simply broaden the toolkit — especially for roles where adaptability, strategic judgement, and creative problem-solving are essential.

The future of assessment isn’t about choosing one approach and discarding the others. It’s about creating a balanced, evidence-based mix that showcases the real person behind the CV.

Immersive simulations won’t take over recruitment but they’re going to become increasingly important as organisations look for ways to hire people who can thrive amid change, complexity, and pressure.

At Corvus People, our focus remains the same: helping organisations make confident, informed hiring decisions by using tools that reveal genuine potential, whether through e-tray exercises, immersive simulations, or other tailored assessments we’re committed to ensuring employers find the right fit not just on paper, but in practice.

By Lesley Armstrong Corvus People Office Manager