Interactive multimedia simulations are conceptually distinct from other simulations commonly used as selection tools, such as assessment centers and situational judgment tests, and represent a potentially cost‐effective and job‐related candidate assessment tool. This study investigated the predictive validity of these simulations with a combined sample of call center employees from two organizations. Results indicate that customized interactive multimedia simulations demonstrate substantial criterion‐related validity and significant incremental validity over other noncognitive measures such as biodata and personality.