Case for unification
Difficulty level — easy
2неделя
5specialists
Turn the applicants on the assessment into the real Avengers! For this, it is necessary to find a common enemy — Thanos. It could be anyone or anything. Set a task, for instance, to find the person responsible for ordering the product among the other applicants and persuade him to deliver the products right now. Or model a situation where an angry client runs into the office, and the applicants have to calm the client down.
Results
The efficiency of the recruitment process will improve
Case solving will demonstrate the ability of applicants to negotiate, work as a team, and argue. These mechanics, in fact, are a test date during which an applicant's knowledge and skills can be tested.
Reduced selection time
This selection format is similar to a stress interview: it allows to quickly learn about the applicant's personality. The standard assessments involving group presentation usually do not provide an opportunity to assess each applicant. The leaders and those who fail to negotiate with their colleagues promptly will be spotted at once here.
Key Performance Indicators
employee turnover rate
This is an indirect yet representational indicator. When the turnover rate in the company decreases, that means that you have recruited the most suitable applicants.
assessment time
Instead of long individual prepared presentations, you will need to model 2-3 situations. Therefore, the time of the group stage needed for selection will shorten.
Required resources
1
Copywriter/Screenwriter
1
Project Manager
1
Analyst
4
Recruiter
Game mechanics
How to apply the Potion
1
Define the applicant's portray
Characterize your ideal applicant by listing the key skills that he or she must possess. Assess these skills on a scale from 1 to 10. The ability to negotiate with colleagues should possibly be at level 3, whereas the ability to beat an external enemy in an argument at level 10 — or vice versa.
2
Write a game script
Decide on the actions that you will assess as a demonstration of the applicant's skills. Under what circumstances is an applicant expected to do or not to do this action? Set up the characters. Create the main characters (such as the angry client) and secondary ones, which will subtly stimulate the applicants to react (e.g., a janitor who fell during the negotiations). How will your characters act? What will they say? Be sure to consider scenarios for situations where something does not go according to plan as well.
3
Assess the applicants
Organize a team of experts who will assess the applicants' skills. The assessors grade the applicants according to a standard scale, where they mark the degree of expression of certain competencies on a predetermined scale. There should be no more than two applicants per assessor.
4
Collect the feedback
It is important to collect feedback. How is the format in general? What was the most memorable part of it? What were their impressions? It is advisable to adjust the game after each feedback session.