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Simulation exercises predict the expected behaviour of candidates in certain professional situations. This allows you to identify employees with the potential to successfully take on a certain role.
‘Humans are creatures of habit.’ Our brains are constantly seeking ways of limiting our efforts. As a result, our behaviour partially depends on habits and patterns. After all, approaching a situation exactly like we did the last time prevents us from having to come up with a new way to respond which saves a lot of energy. Smart, isn’t it?
However, the way in which people spontaneously act in response to their environment and other will large determine how they function in a company and to what extent they deliver on the objectives of their role. As an employer, it is thus in your best interest to gain an understanding of the behaviour you may expect of your employees in certain professional situations.
Human behaviour can be predicted. However, correctly measuring behaviour is a challenge. It does not suffice to simply observe candidates in a certain situation. That is why our simulation exercises put them in relevant, objective and job-related situations in order to give you direct insight into a person’s behaviour.
How do candidates respond in realistic work scenarios and what behaviours can they be expected to display in a future work environment? Do these behaviours match the responsibilities of their role, the team dynamics or the company culture? Simulation exercises help us generate a clear picture of someone’s competencies and future work performance.
Our simulation exercises are always contextualised and refer to specific professional settings that the candidates will identify with. This avoids any cultural influences that may disrupt the performance and intrinsic competencies of a candidate. In addition, we pay as much attention as possible to diversity in our content. We provide a diverse picture of people who feature in the exercises when it comes to gender, age, culture, nationality, names and personality. As such, stereotypes are avoided as much as possible. We also take into account people with a limitation, allowing them to go through the simulation exercises uninhibited.
Our simulation exercises come in various forms: analysis and presentation exercises, role playing, group exercises, (non-electronic) mailbox exercises, case studies and speed role playing. Depending on what competencies are being measured and the job level (from worker to senior manager), the complexity, content and context of each simulation exercise is adapted to offer each candidate with an optimal and relevant experience.
Hudson has been investing in the development of know-how and expertise in simulation exercises since its early beginnings. They are a key part of our Assessment Centers. We develop simulation exercises according to a strict methodology that guarantees optimal quality of the exercises.
In addition, the exercises contain a behavioural component to eliminate the benefit of prior knowledge among candidates as much as possible. Standardisation is another core element of a high-quality assessment: preparation times, instructions and the simulation exercises themselves are identical for all candidates.
Hudson is highly skilled at developing simulation exercises that are fully tailored to the client. In this process, we commit to a partnership with our client and work in direct co-creation with yourself and your organisation. In addition, we ensure optimal guidance and support throughout the development of these customised products as well as extensive training on how to conduct and assess the exercises. For more information, please feel free to contact us.
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