Hiring vs training: which one should I use?
Last updated: September 14, 2026
Solidroad simulations are used in two settings: assessing candidates you have not hired yet, and training people who already work for you. The simulation itself is built the same way in both cases. This article explains what changes between the two (who takes it, how they reach it and what you do with the result) so you can decide which one fits what you are trying to do.
What is the Hiring use case?
Hiring assessments are for candidates. You build a simulation that reflects the role, share a link, and the candidate completes it on their own without needing a Solidroad account. You get a scored result you can compare across every applicant who took the same assessment. Use Hiring when you are screening applicants and the output you need is a hiring decision rather than a coaching conversation.
What is the Training use case?
Training simulations are for your current team. You assign a simulation to a user or a group, they practise it, and they get feedback they can act on. Use Training when the person already has a Solidroad account, you want repeated practice rather than a single measurement, and you care about improvement over time rather than a pass or fail.
What is different?
What is different? | Hiring | Training |
|---|---|---|
Who takes it | External candidates | Your own team |
How they access it | A shared assessment link | An assignment in their Solidroad account |
Purpose | Compare and decide | Practice and improve |
Usually taken | Once, or a set number of times | Repeatable |
Where results live | Hiring reports | Training reports |
Using both
Many teams use both: assess a candidate at hiring, then assign training simulations once they start. If you are new to Solidroad, start with training. You will build personas and scorecards you understand and trust, and hiring assessments are quick to set up once those exist.
A simulation is not tied to either use. Build it once, then assign it for training or attach it to a hiring assessment. The same is true of scorecards, though it is worth pausing before you reuse one. A training scorecard is usually written to give detailed coaching feedback; a hiring scorecard needs to separate candidates cleanly. Those are different jobs and sometimes need different criteria.
Language is set on the simulation, not on the assessment or the assignment. Create the simulation in the language you want first, then select it when you build the assessment. See Languages Supported for Simulations for the current list by channel.
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If you have any further questions, contact the Solidroad team via the Help tab in the platform.