Simulations are a powerful hiring technique for a number of important reasons. Selection of personnel –the right one of course –is a very difficult task for even the most experienced HR professional. When a candidate answers all questions relating to the job convincingly, there is no guarantee that the person has the adaptability to the culture of the new organization. Worse, if the person’s past experience has shown similarity with what is required at the new job, how does that in itself assure that the person will be good at doing a great job in this organization over the next few years?
Reference to past similar experience is one of the tools with which to assess the suitability of a candidate to a job, but it is not foolproof. A more effective and powerful, yet simple tool is simulations. Simulations as a hiring technique are all about getting the candidate to actually perform a piece or sample of the work she will be doing at the organization in the future, if hired.
This is simple logic: Why not give her the actual process that needs to be implemented if the new hire comes in as a process manager? If you want to assess the efficacy that a manager is going to bring in implementing processes; you don’t ask her how successful she has been in writing codes or programs. If you are hiring a plumber, the ideal way of judging his suitability is to show him a leaking pipe and asking him what tools and skills he needs to fix it.
Simulations as a hiring technique test and reinforce the suitability of the candidate in a number of ways
This is the concept of simulations as a hiring technique. Simulations as a hiring technique work by creating the actual work environment in which the candidate will be working in the future in the new organization. This involves not only creating the environment; it also involves assessing the approach the candidate takes to the task. Is she going to panic at the sight of the challenge? Is she going to take a calm and composed approach? Is she going to need some help? All these simulations as a hiring technique make it much easier for an organization to zero in on and eventually hire the right candidate.
Learn the ways of putting simulations as a hiring technique in place
How does one create the framework for simulations as a hiring technique? The ways of doing this and putting a process in place for making simulations succeed as a hiring technique will be the content of a highly rewarding webinar that is being organized by TrainHR, a popular provider of professional trainings for the human resources industry.
At this session, Harold Brull, a licensed psychologist who has taught industrial/organizational psychology at the undergraduate and graduate levels for many years, will be the speaker. To enroll for this webinar and gain immensely from the expert on hiring, please register by visiting http://www.trainhr.com/control/w_product/~product_id=701589LIVE/~Harold%20P_Brull/~Show_Me_-_Using_Simulations_in_Personnel_Selection_. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
A hands-on idea approach to simulations as a hiring technique
At this webinar, Harold will give a hands-on idea of how to implement simulations as a hiring technique. He will explain how the optimal use of simulations as a hiring technique will result in making the hiring process better rounded and more effective. He will show how simulations as a hiring technique will help to choose, construct, administer, and evaluate candidate results.
Harold will cover the following areas in this session on simulations as a hiring technique:
- The place for simulations in selection
- The history of simulations
- The structure of competence
- Steps in using simulations
- Types of simulations
- Simulations by position
- Examples from manufacturing
- Managerial assessment
- Building a more effective in-basket
- Simulations and job samples
- Role play simulations.