A Four Step Process to Choose the Right Simulation

Business & Leadership Simulations

The four-step process for selecting the right exercises to meet your needs involves addressing the following questions:

 

What criteria or competencies are you measuring?

 

How do you want to measure these criteria or competencies?

 

What level is the role you are assessing?

 

What about the exercise setting?

 

What criteria or competencies are you measuring?

You should start by clarifying the behavioural criteria or competencies that you need to measure during the assessment process. A full list of competencies is available from HFL which includes criteria/competency definitions.

 

In turn, these criteria are mapped against commonly used competencies to help you evaluate the appropriateness of any of our exercises for your own organisation and their relevance to the competencies you use.

 

How do you want to measure these criteria or competencies?

Most jobs involve three working scenarios and each scenario is associated with several exercise types.

 

Alone analysis exercises;

 

One-to-one interview simulations – internal;

 

Interview simulations – external;

 

In-basket/Inbox exercises;

 

Scheduling exercises;

 

Non-assigned role group discussions;

 

Assigned role group discussions;

 

Fact find exercises;

 

Oral presentations.

 

When selecting the exercise types, you should consider how much time people in the role being assessed typically spend in each working situation. For example, if a person in your target role spends 50% of his or her time working alone, then half of your selected exercises should replicate this working situation.

 

What level is the role you are assessing?

It is essential that your chosen exercises reflect the variety and demands of the target role accurately. Each of the exercises has been allocated to one of five different levels as categorised below:

 

Non-management;

 

Graduate;

 

First-line management;

 

Middle management;

 

Executive and senior management.

 

If you looking to stretch your people, for example, when identifying potential for succession planning, a slightly higher level exercise may be necessary than the one you would normally select to assess the same people’s competencies in their current role.

 

What about the exercise setting?

While our exercises are simulations of work tasks, they are all set in realistic, credible contexts within a range of industries and functions. We can even offer ‘day in the life’ interlinked exercises, which simulate a typical working day and are designed to maximise the realism or ‘face validity’ of the centre. However, in some situations such as recruitment, matching the exercise context to your organisation could actually put some external candidates at a disadvantage because of their lack of prior relevant experience.

 

The exercises use a number of icons depicting industry sectors and specific business functions to help guide you to the most suitable exercises and also indicate whether the exercise is generic and should be suitable for participants from virtually any sector or function.

 

For a full list of industry sectors and business functions, please contact us

 

 

 

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