Finally, pre-test the simulation before using it

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Role playing games In role-playing tests, the candidate is immersed in a business environment and has to perform some work-related tasks. It is also a direct way to evaluate candidates and see how well they solve problems, use their interpersonal skills, and understand the job description. Role-playing games are best used in the early phases of the hiring process. It allows candidates to be evaluated in skills such as: Leadership Goal achievement Assertiveness Active listening Customer orientation Interpersonal skills Stress management "Sell me this pen" is a good example of role-playing, but there are also more creative ones. For example, the candidate may be asked to negotiate a deal, deal with an angry customer, or effectively delegate tasks to a team for a project. Roleions. However, they can be the ideal follow-up to a take-home test. Group exercises Group interviews are those in which more than two candidates are invited to work together and be evaluated on their performance and behavior. They are often used in customer-facing positions, such as sales, consulting, and management positions.

They allow you to evaluate the candidates' ability to work as a team, communicate and delegate tasks. Group interviews are also a great way to save time and money, spot leaders, reduce bias, and compare candidates in real time. Examples of group interviews are group discussions in which a certain topic is presented for discussion. The group then has to present their findings to the hiring team. Another example of a group interview is a group activity. In this case, the group is given a work simulation problem that they have to solve. In this exercise, you can observe group dynamics and how DM Databases different roles are created or s usually last up to 2 hours. First, create a clear structure of how the group interview will unfold. Develop criteria that serve as a guide to find the best candidate. Then, act as a facilitator during the process. Offer guidance when necessary, and encourage everyone to have an equal opportunity to speak. Finally, use a standardized marking sheet to record candidates' notes, observations, and scores. Presentations In presentations, you can evaluate the candidates' ability to present in a way that is convincing, enthusiastic and attractive to their audience.



Not only that, presentations also allow you to see the quality of the presentation structure and the candidate's ability to adapt to unexpected problems and changes. Introduction interviews are the most effective when recruiting sales, marketing, human resources, and training and development personnel. Jessica Hay , the VP of Sales at Jellyvision often uses mock introductory interviews when hiring her candidates. During her presentation, her hiring team provides feedback to assess the candidate's degree of readjustment and adaptation. Hay believes this allows Jellyvision to judge candidates' level of resilience and adaptability. How to prepare : Define the question of your presentation and make sure it is not too complex: the candidate should be able to give a presentation in a relatively short period of time, including time for questions and answers. We recommend a 20-minute presentation and a 10-minute Q&A session. Provide your candidate with a summary with clear instructions and explain how they will be evaluated. Introductory interviews may be appropriate as a complement to take-home exams. Case interviews Case interviews are very popular among top-tier consulting firms.