The reason for the value of this procedure was simply that the applicants were tested ``at work'' in different situations by the judgment of a number of experts who could see how the salesmen conducted themselves with different, but typical restaurant owners and managers. They were, in a sense, ``tried out'' in realistic situations.

From the point of view of the applicants, less time was wasted in being evaluated -- and they got a meal out of it as well as some insights into their performances.

Another use of roleplaying for evaluation illustrates how this procedure can be used in real life situations without special equipment or special assistants during the daily course of work.

The position of receptionist was opened in a large office and an announcement was made to the other girls already working that they could apply for this job which had higher prestige and slightly higher salary than typing and clerking positions. All applicants were generally familiar with the work of the receptionist. At the end of work one day, the personnel man took the applicants one at a time, asked them to sit behind the receptionist's desk and he then played the role of a number of people who might come to the receptionist with a number of queries and for a number of purposes. Each girl was independently ``tested'' by the personnel man, and he served not only as the director, but as the antagonist and the observer.