Surviving assessment
Difficulty level — easy
2неделя
3specialists
Recreate a Game of Thrones scenario (although try to avoid involving dragons or events of The Red Wedding)! During the stress interview, we offer to determine who gets the Iron Throne and who is just a bastard. It is simple: formulate a list of questions relevant to the job, and give a limited time to answer. Either the one who answers fastest or the one who gets the most answers wins. It is well suited for positions where stress resistance and flexibility are critical. Do not necessarily offer the position to the winner — it can rather be whoever is selected by the manager on the basis of soft skills.
Results
Efficiency of the recruitment process will improve
Through this game, you will be able to select applicants who quickly adapt to stressful situations, are ready to fight for a place in the sun, and are not afraid of competition.
Employer brand awareness will increase
The game will be unforgettable even for the ones who did not get the job — they will tell their friends about it for a long time. Your brand awareness will increase.
Key Performance Indicators
length of onboarding time
This is an indirect yet representational indicator. When you correctly assess the necessary set of applicants' competencies (such as decision-making time and stress resistance), you are more likely to recruit the most suitable employees for the position. They will quickly integrate into work and get down to tasks.
employee turnover rate
The better you screen newcomers' skills at the start, the more likely it is they will fit in the job and stay with you long-term.
Required resources
1
Copywriter
1
Project Manager/Recruiter
1
Analyst
Game mechanics
How to apply the Potion
1
Set up an applicant profile
Assess carefully the competencies that the applicant should have. Make a list of the knowledge and skills required to successfully perform the duties.
2
Make a list of questions
Be sure to do this on the basis of the competencies and skills highlighted in the previous step. You can use both open-ended and closed-ended questions. The higher the rank of the position, the more open questions should enter the list.
3
Set up a game
You may warn the applicants about the format of the stage or leave it as a surprise. When this format comes as a surprise, you are sure to test the stress resistance of the applicants. The applicants will also have no opportunity to refresh their knowledge, which means the selection will be fairer.
4
Collect the feedback
Ask the applicants whether they found the questions difficult. How is the format in general? What was the most memorable part of it? What were their impressions? We advise you to adjust the game after each feedback session.