Ryanair uses Solidroad assessments in recruitment. This is a hiring workflow: candidates complete a simulated interaction before the interview, giving the team evidence to discuss alongside the rest of its selection process.
Assess practical skills before the interview
Interviewing at volume leaves limited time to assess how each candidate would handle a customer situation. Simulation assessments let candidates complete the practical element in advance.
On a busy day, we interviewed 100 people. Solidroad saved me 38 hours by reducing interview time because the technical element was already done.
Marcelo Filippi, Contact Center Relationship Manager
Use the interview time differently
Ryanair reported a 50% drop in interview time and 38 hours saved per hiring cycle. These are recruitment results, not measures of training effectiveness or time to proficiency.
Keep assessment and training distinct
The assessment provides evidence for a hiring decision. Training has a different purpose: helping a learner develop skills through practice and feedback. The same simulation format can support both, but their results should be measured separately.
