How to teach managers to hold an interview using a game course?
The OBI company needed a course for managers to develop their recruitment skills.
The course should have explained that the recruitment procedure is a crucial part of forming a team. If a specialist has been chosen incorrectly, the company suffers losses on recruitment, salary, and education.
It was a big challenge for us - we should have created a vivid, interesting and entertaining course for busy managers, who were loaded with work and whose every minute was scheduled. Our task was to motivate employees so that they would find some time to take the course and would be satisfied by working with e-learning content.
As a result of training, managers should have understood the importance of interviewing, and the recruitment value. They should have learned the methods of choosing a right candidate, the structure of an interview, the core of its steps, and their actions on each step.
The course should have explained that the recruitment procedure is a crucial part of forming a team. If a specialist has been chosen incorrectly, the company suffers losses on recruitment, salary, and education.
It was a big challenge for us - we should have created a vivid, interesting and entertaining course for busy managers, who were loaded with work and whose every minute was scheduled. Our task was to motivate employees so that they would find some time to take the course and would be satisfied by working with e-learning content.
As a result of training, managers should have understood the importance of interviewing, and the recruitment value. They should have learned the methods of choosing a right candidate, the structure of an interview, the core of its steps, and their actions on each step.
Solution:
To solve our client's issue, we have developed a simulation course, which would train manager's skills for choosing new employees. We have implemented a dialog simulator, that helps us create complex variable dialogs in a storyline.
During the course, the employee chooses specialists to work in a store or in an office. The course is based on real recruitment stories.
The training materials, internal reminders and recruitment instructions helped us create a theoretical structure of the course. As the content was quite complicated, we have to give a lot of illustrative examples.
To solve our client's issue, we have developed a simulation course, which would train manager's skills for choosing new employees. We have implemented a dialog simulator, that helps us create complex variable dialogs in a storyline.
During the course, the employee chooses specialists to work in a store or in an office. The course is based on real recruitment stories.
The training materials, internal reminders and recruitment instructions helped us create a theoretical structure of the course. As the content was quite complicated, we have to give a lot of illustrative examples.
When the theoretical part is over, the practice starts.
The practical part consists of tasks on key job skills, CV evaluation, a dialog interview with candidates, and an interview evaluation form.
Throughout the course, a mentor is following you, explaining our tasks and working out some specific steps.
The course takes about 1.5 hours, all steps are represented on the map:
The practical part consists of tasks on key job skills, CV evaluation, a dialog interview with candidates, and an interview evaluation form.
Throughout the course, a mentor is following you, explaining our tasks and working out some specific steps.
The course takes about 1.5 hours, all steps are represented on the map:
1. Identify the needs of the department.
We get acquainted with the team, analyze the needs of the department, generate а candidate by dragging skills cards into the fields.
2. Make a preparation
We study out CVs and choose a right candidate. Then we prepare for an interview with the candidate.
3. Make contact
There are 3 situations with the first 3 minutes of interviews. We evaluate the options and get recommendations.
We get acquainted with the team, analyze the needs of the department, generate а candidate by dragging skills cards into the fields.
2. Make a preparation
We study out CVs and choose a right candidate. Then we prepare for an interview with the candidate.
3. Make contact
There are 3 situations with the first 3 minutes of interviews. We evaluate the options and get recommendations.
4. Q&A
Here we learn how to state right questions. This step is a crucial part of the interview, as it lets us evaluate how the candidate fits the vacancy. We are able to understand whether the candidate can handle the job and whether he wants to do it. The following question pool helps us find out this information:
Here we learn how to state right questions. This step is a crucial part of the interview, as it lets us evaluate how the candidate fits the vacancy. We are able to understand whether the candidate can handle the job and whether he wants to do it. The following question pool helps us find out this information:
One of the course's unique features is a monopoly-like game to understand the candidate's motivation. The motivation is usually quite an abstract topic, a board game format makes it more interesting and easy-to-understand. If the manager correctly understands the motivation of a job seeker, he will have more chances to "win" and to get a talented employee on his team:
5. Present the position and the working conditions
After the question-and-answer step, it is much easier to understand what key benefits are important for the candidate. The manager should apply knowledge about the target audience of the brand, and specify how he would present the position of store salesman for the following candidates:
6. Answer the candidate's questions
When all questions are asked and the job position is presented, it's time for the candidate to ask his questions. After all, they could say much more about the job seeker too:
After the question-and-answer step, it is much easier to understand what key benefits are important for the candidate. The manager should apply knowledge about the target audience of the brand, and specify how he would present the position of store salesman for the following candidates:
6. Answer the candidate's questions
When all questions are asked and the job position is presented, it's time for the candidate to ask his questions. After all, they could say much more about the job seeker too:
7. Bring the interview to the conclusion
It's time to end a conversation and say goodbye to the candidate. How to do it correctly? We will learn about it in this step.
8. Make a decision
After the candidate has left, it is the time for the most responsible step. All interested parties take part in this procedure, taking into account all information received from CV and during the interview:
It's time to end a conversation and say goodbye to the candidate. How to do it correctly? We will learn about it in this step.
8. Make a decision
After the candidate has left, it is the time for the most responsible step. All interested parties take part in this procedure, taking into account all information received from CV and during the interview:
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The vivid course which is interesting to read and study. Our designers have created awesome graphics and thought over the style. We have developed a marvelous course map and switches. We managed to make it connected and immerse, that is why we consider the course to be one more worthy project.
Result
We have optimized the development process and created a complex simulation course with interactive infographics, Q&A, mini-games, practical situations and dialog simulators.
We have optimized the development process and created a complex simulation course with interactive infographics, Q&A, mini-games, practical situations and dialog simulators.
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We liked the online-course! Very well done! It not only helps you remember the content, but also understand all steps of holding an interview. Thank you very much