Hiring vs Training: which one should I use?
Last updated: September 1, 2026
Solidroad simulations can power two types of interactions:
Assessing people you have not hired yet
Training people who already work for you.
The building blocks are the same. What changes is who takes the simulation, how they get to it, and what you do with the result.
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. You get a scored result you can compare across applicants.
Use Hiring when:
You are screening applicants for a role (they do not need a Solidroad account)
The person taking it does not work for you yet
You want a consistent, comparable measure across a group of candidates
The output you need is a hiring decision, not 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 practice it, and they get feedback they can act on to make improvements.
Use Training when:
The person already works for you and has a Solidroad account
You want repeated practice, not a single measurement
You care about improvement over time
The output you need is coaching and readiness, not a pass or fail
What is actually 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 | Finite # | Repeatable |
Where results live | Hiring reports | Training reports |
FAQ
Which should I start with? If you are new to Solidroad, start with training. You will build personas and scorecards you understand and trust, and hiring assessments become quick to spin up once those exist.
Can I do both? Yes, and many teams do. Assess a candidate at hiring, then use training simulations once they start. Because both run off the same scorecards, you can see how someone has developed since the day they applied.
Can I use the same simulation for both? Yes. Simulations are not tied to one use case. You build the simulation once and then either assign it for training or attach it to a hiring assessment.
Can I use the same scorecard for both? Yes, though it is worth pausing before you do. A training scorecard is often written to give detailed coaching feedback. A hiring scorecard usually needs to separate candidates cleanly. Those are different jobs and sometimes want different criteria.
How do I set the language? Language is set on the simulation, not on the assessment. Create the simulation in the language you want first, then select it when you build the hiring assessment. Solidroad supports 26 languages for chat and email, and 15 for voice and video.