Recruitment is an inevitable process in every organization, and although it is perceived as simple – finding the right person for the right position – it is often a prolonged, arduous, costly, and vexing experience. Moreover, even when a person has been recruited for a job, the subsequent process of retention takes place, which - when unsuccessful - leads to another recruitment process (often sooner than expected). In such cases, the recruitment process is even more challenging, as personnel who are part of the recruitment process may be fatigued, disheartened, and more importantly – may have to keep working with missing team members (who have not yet been recruited), leading to burnout and willingness to recruit even less adequate candidates.
One of the reasons for such ineffective recruitment processes is the inefficiency of the recruitment process itself. Several interviews with team members and managers are not only time-consuming for those involved, but also are susceptible to personal biases. Questionnaires and group exercises are excellent tools for understanding candidates’ strengths and weakness as individuals and as members of teams. How can you be sure, however, that these characteristics align with your organization’s culture and mission? Or with your teams’ dynamics? And how can you measure skills that are required for specific tasks? If a candidate was successful in their previous workplace, how can you be sure that they will perform at the same level in their new place?
All of these uncertainties underscore the value of simulation-based recruitment processes, which leverage the candidate's personal and social abilities, skills and knowledge as well as motivation to contribute to the organization through self-development. The BeST recruitment platform enables exactly that – by simulating "a day in the office" including social and professional interactions, meetings and discussion between team members, as well as imitating actual work assignments - the organization and the candidates alike could better understand the mutual expectations. Such simulations might reveal, for example, how work dynamics will actually occur in your organization – does the new employee ask questions, solve problems, or feel insecure? Do they reach out to team members, show initiative, or passively wait for instructions?
Simulation-based recruitment processes allow a perfect fit for both sides, and minimize "hard feelings" when the candidate or the employer discover that the match is not optimal. Utilizing real-life simulations, even in the context of remote working, will allow organizations to quickly adjust to new recruitment needs and efficiently recruit the right person for the right position.
