When it comes to running any human resource function, it all boils down to finding and retaining the most talented people that will fit into your organization’s culture. Having a realistic idea of what the job entails today, and what expectations and opportunities are for the role to change and grow, is critical to not only attracting the right people to your jobs, but keeping them with the company.
There are many ways to try to give this realistic job description. One of the most effective ways is to use simulation when recruiting for a role and to continue to use simulation in ongoing training as the role develops and progresses. In the latest episode of HCMx Radio, I reach out to my colleague, Ben Eubanks, to talk about his recent research and ideas on simulation in recruiting and training. Ben posted on the topic recently and also shared some of his tips in the embedded video, so I encourage you to click through for that. Then, listen to our discussion on HCMx Radio.
In this episode, we talk about how HR leaders can learn and take action using case studies and how Brandon Hall Group members can access award-winning case studies. We then jump into the importance of simulation in the recruiting function. Ben comes up with some challenging questions for talent acquisition leaders and recruiters. He then jumped into how shocking it is that we rely so heavily on interview questions instead of simulation, even though simulation will give you much more relevant information. We talked about using simulation for jobs from administrative to factory positions and then turned to management roles.
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(subscribers click through to listen to the embedded episode)
We hope you’ll find the discussion interesting and useful. Please feel free to comment and let me know if you’ve found success using simulation in recruiting or training. We’d love to hear what is working for you.
–Trish McFarlane, VP and Principal Analyst,
Human Resources Practice, Brandon Hall Group