The world has changed permanently, there is no denying that. Most of the sectors of the economy have been affected by COVID-19, but recruitment is one area that has been heavily impacted. Working from home had become the new normal and thus recruitment processes have to adapt and evolve accordingly. It doesn’t just mean switching to a video conference interview and asking the same questions, these modern times call for modern assessment systems. The new normal requires new competencies, which might seem difficult to measure with online tools, but with the right platforms, even the most reliable methods can be used. This is how Business Simulation powered AC/DC can help you better in these modern times compared to a traditional method.
Tranditional AC/DC
- Paper-based task assignment
- Behavioural authenticity depends on the task design, how authentic is the behaviour shown during the assessment.
- Exercises can be flexibly tailored to any kind of white-collar position.
- Participants can be compared by rating behavioural indicators during the observation.
Business Simulation powered AC/DC
- In-game, online, modern assessment.
- Functioning in a business simulation puts participants into FLOW state, which makes them forget they are being observed.
- Recommended for white-collar positions that include some level of making business or finance-related decisions.
- Besides rating behavioural indicators, the simulation provides a bunch of metrics participants can be compared along.
Observable competencies
- Business-oriented competencies can be assessed by business case study exercises, in a static way.
- Cognitive ability-related competencies can be assessed by additional cognitive assessments or tasks about information processing.
- There is no effective way of assessing digital competencies.
- Interpersonal competencies can be assessed by role-plays and group exercises targeted towards communication.
- Business-oriented competencies can be assessed by a dynamic business simulation, where not only the mindset but the way the participants adapt to consequences can be observed.
- Analytical, numerical, and problem-solving skills can be assessed during the simulation, by the way, participants interpret in-game statistics and reports.
- Digital competencies can be assessed by observing the way participants navigate the simulation.
- Interpersonal competencies can be assessed by additional exercises, like role-plays and group exercises targeted towards communication.
Candidate experience
- Participants get to know whether they solved the tasks correctly or have shown the expected behaviour (often days) after the assessment.
- The level of engagement depends on task design, decreases over time, as the participant gets exhausted.
- Using a traditional AC/DC methodology gives the impression of a traditional company.
- Average candidate experience.
- Participants face the consequences of their decisions in the simulation immediately, so they can adapt and change their strategy on the spot.
- High engagement stems from the nature of game-based assessment, increases over time, as the participant gets more familiar with the environment.
- Using business simulation powered AC/DC methodology gives the impression of an innovative and modern company.
- Excellent candidate experience.
But not just the way we recruit changes, but the way people decide who to work for. The new generation of job seekers want to work for modern organizations, they will not even apply for a job with a company if they think its recruitment methods are outdated. If we want to work with the most talented people, our brand image must show that our business is a modern and future-oriented company.
Employer branding starts with the selection process. Using modern assessment techniques is not just a necessity, we shouldn’t see it as just a substitute for traditional practices, it is a new tool in our hands with infinite possibilities. The world won’t stop, so we have to adapt to these modern times and make the most of it. The change may be uncomfortable at first, but professionals are up for the task. We are living in the future now.
Assessing the online future
How to move selection and development processes online?
Find out at our webinar on October 1, 2 PM!
