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Time:
In total we estimate this exercise will take 150 minutes.
Aims: • To create an understanding of UK workplace Equality Law so that all employees and managers are aware of their responsibilities.
About
Time: This game will take about 90 minutes to play. In total, allowing for discussion, we recommend allowing 150 minutes to complete the game and ensure that all of the learning points are brought out.
Aims: • To create an understanding of UK workplace Equality Law so that all employees and managers are aware of their responsibilities.
Group Size: This module is suitable for use with groups of between between 8 and 12 participants.
Useful For: Everyone in the workplace – because everyone needs to be clear on what they can and can’t do. This is not a topic bound by status and participants will have the most fun from the game if there is a mix of roles, seniority and experience in each team. The game will be especially useful for managers and team leaders who are usually closest to managing diversity and equality issues and need to be clear on the law.
You'll Need: • A Spinner. • The Game Board. • A Questions and Answers sheet. • 4 differently coloured sets of 8 counters. • Up to 12 participants (4 teams of 3).
Notes: Most questions have multiple choice or yes/no answers. This means that the third team to have a go at a question is pretty much guaranteed to get a correct answer when the question comes round again. This keeps the overall time for the game within reasonable limits and adds to the fun, because of the danger of a team getting the answer wrong and allowing another team to get in with the right answer next time. The game is very easy to play. We suggest that you have a practice run beforehand to ensure you are clear on how it works.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims: • To plan a timetable for a simple Assessment Centre.
About
Time: This exercise will take about 25 minutes to complete. In total, allowing for discussion, we recommend allowing 45 minutes to complete this module.
Aims: • To plan a timetable for a simple Assessment Centre.
Group Size: This module is suitable for use with groups of up to 15 participants.
Useful For: Employees involved in recruiting, especially if it will include planning assessment centres.
You'll Need: To cover more material in a shorter timeframe, you can run this module in conjunction with Recruitment Cycle , with half the teams completing this module and the remaining teams completing the exercise from that module. If you do this, brief the team(s) completing the timetable for the Assessment Centre (i.e., this exercise) first, and let them get started; they probably have the harder task.
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Time:
In total we estimate this exercise will take 30 minutes.
Aims: • To explain the difference between traditional methods of selection interviewing and behaviour-based selection interviews. • To highlight the disadvantages of 'traditional' interview techniques. • To highlight the advantages of structured 'behaviour-based' interviews.
About
Time: This exercise will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 30 minutes to complete this module. Aims: • To explain the difference between traditional methods of selection interviewing and behaviour-based selection interviews. • To highlight the disadvantages of 'traditional' interview techniques. • To highlight the advantages of structured 'behaviour-based' interviews. Group Size: This module is suitable for use with groups of any size. Useful For: Anyone involved in recruiting staff. You'll Need: Nothing other than the materials provided.
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I use this activity alongside Take Your Pick as part of the recruitment and selection course. I ask the delegates to analyse each interview and tell me the pros and cons of each method and we discuss which method is best and the current method that they use when interviewing. We then go on to do the role play interview using the CV’s from Take Your Pick. This allows the delegates to practice their interview skills and techniques.
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Previous Member
rated this item with 4 stars.
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This exercise is a very powerful tool to use in any Interviewing Skills courses, either for interviewees or interviewers. The simple examples clearly show the differences between traditional and behaviour based interviewing and give the learners a lot to talk about. I used this exercise at the beginning of the training session, to highlight some of the areas of concern with their current interviewing methods. One learner even went off to print off his recent interview script to check it out. Very easy for all learners to see the advantages of the behaviour based interviewing over the more traditional type, but raised some questions about how to get the information they really needed, which led us into another exercise provided by you. This exercise was of great use with this particular group and I feel that it will be of great benefit in future interviewing skills programmes.
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Previous Member
rated this item with 5 stars.
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I used this exercise as part of an interview skills training course for a group of managers who had not been previously trained in this kind of questioning approach. The exercise of comparing two types of interview conversations really made people think about how behavioural/competency based interviews are far more beneficial in selecting the right person and are also less likely to lead the interviewer into discriminatory behaviour. Earlier in the training we had talked about employment law affecting recruitment and the questions you can/shouldn’t ask – it was immediately spotted that the “traditional” interview would go against current legal requirements, therefore also reinforcing the learning from our previous discussion!
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Previous Member
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Time:
In total we estimate this exercise will take 150 minutes.
Aims: • To enable participants to understand how investigations into an alleged disciplinary or grievance should be carried out.
About
Time: The exercise in this module can be completed in about 90 minutes. In total, allowing for discussion, we recommend allowing about 150 minutes for this module.
Aims: • To enable participants to understand how investigations into an alleged disciplinary or grievance should be carried out.
Group Size: This module is suitable for use with groups of up to about 25 participants.
Useful For: All managers.
You'll Need: • Copies of your internal investigating/disciplinary procedures if you are using these. • Copies of the ACAS Code of Practice Disciplinary and Grievance Procedure if you are using this – available as a free download from http://www.acas.org.uk.
Notes: In this module, participants carry out an investigation into an alleged disciplinary offence and make a decision about what to do next. We recommend that you follow it up with the module Disciplinary Part 2 , which uses the same scenario and deals with what happens after the investigation is completed.
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Time:
In total we estimate this exercise will take 75 minutes.
Aims: • To enable participants to know how to plan, run and provide a fair outcome for a disciplinary meeting.
About
Time: The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 75 minutes for this module.
Aims: • To enable participants to know how to plan, run and provide a fair outcome for a disciplinary meeting.
Group Size: This module is suitable for use with groups of up to about 25 participants.
Useful For: Anyone who is responsible for the performance of others at work. It will also be useful for those who may have to chair disciplinary meetings.
You'll Need: • Copies of your internal investigating/disciplinary procedures if you are using these. • Copies of the ACAS Code of Practice Disciplinary and Grievance Procedure if you are using this – available as a free download from http://www.acas.org.uk.
Notes: This module can only be run as a follow up to Disciplinary - Part 1 .It is suitable for large and small companies. The answers provided here reflect the legal minimum for the UK. You may want to amend/add to these answers in the light of your country’s legal requirements or your organisation’s policies.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To consider how a disciplinary policy/procedure should be used in practice. • To help participants identify the skills and behaviours they should adopt as managers when involved in a disciplinary procedure.
About
Time: The exercise in this module will take about 20 minutes to complete. In total, allowing for discussion, we recommend allowing 60 minutes to complete this module.
Aims: • To consider how a disciplinary policy/procedure should be used in practice. • To help participants identify the skills and behaviours they should adopt as managers when involved in a disciplinary procedure.
Group Size: This module is suitable for use with groups of up to 15 participants.
Useful For: Line managers.
You'll Need: Nothing other than the materials provided.
Notes: This module has been written with best practice in the UK in mind. Please be aware when using this module that legislation affecting this area tends to be updated frequently and that the legal position in countries outside of the UK may differ. All trainers should check the current situation and their organisation’s policies with a HR professional before running this module. For UK customers, the ACAS website is very helpful: www.acas.org.uk.
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Time:
In total we estimate this exercise will take 120 minutes.
Aims: • To help participants understand the benefits of having a disciplinary procedure. • To help participants learn about the organisation’s procedure and their responsibility within it.
About
Time: The exercises in this module will take about 60 minutes to complete. In total, allowing for discussion, we recommend allowing 120 minutes to complete this module.
Aims: • To help participants understand the benefits of having a disciplinary procedure. • To help participants learn about the organisation’s procedure and their responsibility within it.
Group Size: This module is suitable for use with groups of up to 15 participants.
Useful For: Staff at all levels and line managers in particular.
You'll Need: • Copies of the organisation's disciplinary policy and procedures.
Notes: This module has been written with best practice in the UK in mind. Please be aware when using this module that legislation affecting this area tends to be updated frequently and that the legal position in countries outside of the UK may differ. All trainers should check the current situation and their organisation’s policies with a HR professional before running this module. For UK customers, the ACAS website is very helpful: http://www.acas.org.uk. This module is intended to introduce participants to their organisation’s disciplinary procedure in a way that helps them to understand it and importantly, understand the benefits of having it – to themselves, the staff and the organisation as a whole. This module can be used as a starting point for a Discipline and Grievance workshop, or indeed as a stand alone module to introduce participants to the ‘What’ and the ‘Why’ so that at least they have comfort in that knowledge.
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Time:
In total we estimate this exercise will take 210 minutes.
Aims: • To identify the key stages of the recruitment and selection process and current best practice in relation to each stage. • To identify and describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate/incomplete records. • To identify ways of ensuring fair, equitable and legal decision-making with the recruitment and selection process. • To identify inappropriate actions and behaviours on the part of those involved in recruitment and and strategies for dealing with these.
About
Time: The exercise in this module can be completed in about 130 minutes. In total, allowing for discussion, we recommend allowing about 210 minutes for this module. Aims: • To identify the key stages of the recruitment and selection process and current best practice in relation to each stage. • To identify and describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate/incomplete records. • To identify ways of ensuring fair, equitable and legal decision-making with the recruitment and selection process. • To identify inappropriate actions and behaviours on the part of those involved in recruitment and and strategies for dealing with these.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Recruiting managers – see note.
You'll Need: See Notes.
Notes: Fair Play? is a case study exercise in recruitment and selection. Its focus is the process of recruitment and selection rather than the skills of interviewing. However, it may also be used to reinforce skills-based exercises such as writing job descriptions/person specifications and short-listing techniques. It is suitable for a wide range of audiences and activities. E.g.: • As an introduction to the processes and practices of recruitment and selection. • As an updating/refresher module for staff who are already experienced interviewers. It’s suitable for any level of manager/professional whose responsibilities include the recruitment and selection of staff.
Running the Case Study You will need about 3½ hours to run this entire module, which consists of 4 exercises that examine the recruitment process in stages.
We recommend that you have a maximum of 12 participants, working in teams of 3-4 for this module. You will need a room large enough to enable the teams to work without too much distraction from each other or a number of “break-out” rooms.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims: • To assist job applicants in recognising the different types of interview.
About
Time: The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims: • To assist job applicants in recognising the different types of interview.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels especially those returning to work after a career break, or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the first module in the series Interview Skills. It may also be used as a stand-alone session.
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Time:
In total we estimate this exercise will take 40 minutes.
Aims: • To help job applicants prepare for an interview.
About
Time: The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims: • To help job applicants prepare for an interview.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the second in the series of 4 modules on Interview Skills and follows on from Interview Skills 1 - It’s a Puzzle . It can also be used as a stand-alone session.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To help job applicants prepare for an interview.
About
Time: The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims: • To help job applicants prepare for an interview.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels, especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the third in the series of 4 modules on Interview Skills. It can be run as a stand-alone session or as the follow-on from Interview Skills 2 - What Will They Ask Me?
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Time:
In total we estimate this exercise will take 90 minutes.
Aims: • To demonstrate the importance of taking a step back and understanding our role in the relationships we have with others at work.
About
Time: The exercise in this module can be completed in about 80 minutes. In total, allowing for discussion, we recommend allowing about 90 minutes for this module.
Aims: • To demonstrate the importance of taking a step back and understanding our role in the relationships we have with others at work.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: • A stopwatch or timer would be beneficial.
Notes: This is the fourth module in the series on Interview Skills. It may be used as a stand-alone session or as the follow-on to the module, Interview Skills 3 - Ten Tough Questions . If time is available, run a further interview practice after reviewing the first round of interviews.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To encourage participants to think about the type of job they should apply for and the skills and personal qualities they can bring to it.
About
Time: The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.
Aims: • To encourage participants to think about the type of job they should apply for and the skills and personal qualities they can bring to it.
Group Size: This module can be used with groups of any size.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the first module in the series Job Application. It can be used as a short, stand-alone session or as the first in a series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims: • To assist job applicants in understanding what the employer is looking for when advertising a job.
About
Time: The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.
Aims: • To assist job applicants in understanding what the employer is looking for when advertising a job.
Group Size: This module can be used with groups of up to 15 participants.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the second module in the Job Application series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview. Alternatively it can be run as a stand-alone exercise.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims: • To provide good practice advice in completing applications for employment.
About
Time: The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.
Aims: • To provide good practice advice in completing applications for employment.
Group Size: This module can be used with groups of up to 25 participants.
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the third module in the Job Application series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview. We recommend at least running the second module of this series (Job Application 2 – Understanding Job Adverts ) prior to this one.
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Time:
In total we estimate this exercise will take 70 minutes.
Aims: • To help job applicants write a compelling CV.
About
Time: The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing about 70 minutes for this module.
Aims: • To help job applicants write a compelling CV.
Group Size: This module can be used with groups of up to 25 participants
Useful For: Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.
You'll Need: Nothing other than the materials provided.
Notes: This is the fourth module in the Job Application series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview. It may also be used as a short, stand-alone session. We’ve provided two alternative briefs for Exercise 1, one for more senior, experienced groups and one for less experienced candidates.
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Time:
In total we estimate this exercise will take 50 minutes.
Aims: • To help participants to consider how it feels to be different from the majority. • To encourage understanding of the sources of prejudicial feelings and ways of behaving that can make others feel uncomfortable.
About
Time: The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing at least 50 minutes for this module.
Aims: • To help participants to consider how it feels to be different from the majority. • To encourage understanding of the sources of prejudicial feelings and ways of behaving that can make others feel uncomfortable.
Group Size: This module is suitable for use with groups of up to about 15 participants with enough to encourage discussion.
Useful For: Staff at all levels.
You'll Need: • To practise reading the scenario through several times to familiarise yourself before the session. (If your level of membership allows, there is an audio recording of the scenario in Trainers’ Library that you can use if you prefer not to read it aloud yourself.)
Notes: This exercise uses an imaginative method for raising awareness of prejudice and really gets participants thinking. It is important to use this activity within a diversity course in which ground rules of showing respect for individual opinions and experiences have been established. The content is potentially sensitive and it is important that the trainer monitors conversations during the group work to pick up on any intrusive questioning of minorities within the group, which could mirror the unhelpful behaviour described in the imaginary scenario. The module consists of four activities: Part 1: 1) Reading/Playing the scenario. 2) Discussion of the experience of imagining yourself into the scenario. 3) Input on where the attitudes and feelings may come from and the unhelpful behaviours that may follow. Part 2: 4) Discussion in groups of what the two sets of people in the scenario could do to encourage acceptance and integration.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I was sceptical about this one. Wasn’t sure how well it would go down. I used it with CEOs of voluntary organisations and was a little nervous how well they would buy into it. But it was fantastic. It was easy to implement and led to some great conversations – and was very simple to bring it back to how does this reflect our local community. I combined it with Minority Reports and The Witches of Glum to make a full session and they all worked brilliantly together. Then I added in a little TA and organisational cultures. Definitely one I’d recommend.
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Nicky McCrudden
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 90 minutes.
Aims: • To identify the purpose of the person specification when recruiting and selecting. • To identify key principles for drawing up legal and effective person specifications.
About
Time: The exercise in this module can be completed in about 50 minutes. In total, allowing for discussion, we recommend allowing about 90 minutes for this module.
Aims: • To identify the purpose of the person specification when recruiting and selecting. • To identify key principles for drawing up legal and effective Person Specifications.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Line managers and other staff involved in the recruitment and selection process.
You'll Need: Nothing other than the materials provided.
Notes: There is a suggested person specification that accompanies these notes (Handout 2). You might like to use this at the end of the exercise to provide a comparison for those the group produce.
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Used this in a session for managers on recruitment and selection, alongside Take Your Pick.It followed on from a discussion around interviewing legally (avoiding discrimination) as well as unconscious bias, and illustrated a number of key points really well. Attendees were not impressed with Charlie, and he became a running joke throughout the day.
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Jane Butler
rated this item with 5 stars.
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Time:
In total we estimate this exercise will take 180 minutes.
Aims: • To enable participants to understand what is needed to run an effective recruitment interview and to practise doing so.
About
Time: The exercise in this module can be completed in about 130 minutes. In total, allowing for discussion, we recommend allowing about 180 minutes for this module.
Aims: • To enable participants to understand what is needed to run an effective recruitment interview and to practise doing so.
Group Size: This module can be used with groups of between 4 and 12 participants. Ideally, you should have at least 6 participants.
Useful For: Anyone who is involved in interviewing candidates for posts in their organisation.
You'll Need: • Post-it notes. • The job description, person specification and the candidate applications for the role you’d like to interview for. • One room containing a table and chairs for each group taking part in the practice interviews. • A waiting room for your candidates. (One of these rooms needs to be large enough for the whole group to come together for the initial briefing and final discussion/review.)
Notes: Recruitment is the start of effective performance management and one of any organisation’s most important activities. This module will ensure that all those involved are able to carry out the interview process effectively. It is simple to run but does need careful planning to ensure it works. The time spent doing this is amply rewarded by the fact that, once done, you can use the module again and again, without the need for much planning. Although not totally necessary, we think it would be helpful to run this session as part of a whole course looking at recruitment. There is a complete course agenda in Trainers’ Library that shows how you could do this.
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Time:
In total we estimate this exercise will take 45 minutes.
Aims: • To consider the importance of planning recruitment. • To prepare a list of actions that may need to be completed as part of the recruitment process, prior to recruiting a new member of staff.
About
Time: The exercise in this module will take about 25 minutes to complete. In total, allowing for discussion, we recommend allowing 45 minutes to complete this module. Aims: • To consider the importance of planning recruitment. • To prepare a list of actions that may need to be completed as part of the recruitment process, prior to recruiting a new member of staff. Group Size: This module is suitable for use with groups of up to 15 participants. Useful For: Recruitment staff. You'll Need: Nothing other than the materials provided. Notes: In this module, participants will look at the key steps in an effective recruitment process. It provides a useful introduction to courses and workshops for those new to the recruitment process.
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Time:
In total we estimate this exercise will take 60 minutes.
Aims: • To help participants recognise signs which may indicate that someone is suffering from stress.
About
Time: The exercise in this module can be completed within 30 minutes. In total, allowing for discussion, we recommend allowing 60 minutes to complete the module.
Aims: • To help participants recognise signs that may indicate that someone is suffering from stress.
Group Size: This module is suitable for use with groups of up to 15 participants. We suggest groups of 12-14 and certainly no fewer than 8.
Useful For: Staff at all levels.
You'll Need: You can be as creative as you like with this exercise. As a minimum, give participants access to blutak, marker pens, crayons and plenty of flipchart paper. You might also supply glue, glitter, different colour papers, musical instruments – anything that you think the teams could use to carry out the exercise.
Notes: This module is suitable for anyone, but particularly those working in potentially stressful environments who need to be able to identify signs in themselves and in others which may indicate that they are experiencing stress. We suggest that this works best with a group of 12 -14 people – certainly, no fewer than 8. This module is best used as part of a complete programme of identifying and managing stress. Work-related stress is now recognised as a serious issue and to comply with the law employers and employees have duties: • Under the Management of Health and Safety at Work Regulations 1999, to assess the risk of stress-related ill health arising from work activities; and • Under the Health and Safety at Work etc Act 1974, to take measures to control that risk.
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Time:
In total we estimate this exercise will take 100 minutes.
Aims: • To identify the purpose of effective short-listing in recruitment and selection. • To identify key principles for short-listing. • To identify potential difficulties with short-listing and ways of overcoming these. • To provide an opportunity for participants to practise short-listing; ensuring a fair and accurate assessment of evidence.
About
Time: The exercise in this module can be completed within 50-60 minutes. In total, allowing for discussion, we recommend allowing 90-100 minutes for this module.
Aims: • To identify the purpose of effective short-listing in recruitment and selection. • To identify key principles for short-listing. • To identify potential difficulties with short-listing and ways of overcoming these. • To provide an opportunity for participants to practise short-listing; ensuring a fair and accurate assessment of evidence.
Group Size: This module is suitable for use with groups of up to 25 participants.
Useful For: Recruiting managers.
You'll Need: Nothing other than the materials provided.
Notes: This is a case study exercise that follows on from 'Perfect Fit'. It can be run using in-house policy and recruitment processes to re-enforce the learning. The exercise can also be run as a stand-alone session. To run this exercise, you will need a room that’s big enough for participants to work comfortably in groups, or a couple of ‘break-out’ rooms. The module looks at best practice for short-listing. In it candidates look at documentation produced during the recruitment process, including the person specification, application form and short-listing forms. The modules will be useful to anyone involved in the recruitment process, including senior managers.
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We used this alongside Perfect Fit in a course for first line managers. It is really nice the way it continues on the story of Charlie. It highlighted some interesting biases in the group (we'd done unconscious bias earlier), who made different assumptions about different candidates (if they've worked in the NHS they will/ won't be used to working under pressure).
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Jane Butler
rated this item with 4 stars.
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We use the Take Your Pick exercise on the recruitment and selection course. It provides them with an opportunity to short list CV’s and discuss which candidate would be most suitable for a position without having to look at real CV’s or make up fake ones. It provides them with an opportunity to decide who they would short list and whether they would interview any of them. I then use the CV’s and ask them to come up with interview questions. We then do a role play with one delegate taking the role of the candidate and the other the interviewer still using the CV’s.
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Previous Member
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I used the Take your pick CV short listing exercise today on the recruitment and selection training. I only had a small group so we completed the exercise in 30mins rather than the suggested timings. However, they were able to pick the most appropriate candidate and had a good discussion around whether they would take them to interview or advise Charlie to get some more CV’s. We then used the candidate in a mock interview exercise. I liked the exercise because it made them compare CV’s against the selection criteria which they may not have chance to do unless they are recruiting. It made them think about what to look for on the CV’s such as gaps in recruitment, relevant experience, whether they have had promotions etc. Which in turn led to what questions would you ask in an interview then? Who would you bring in to interview if any or would you ask for my CV’s? It gave them chance to do some role play and practice with realistic CV’s.
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Previous Member
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This activity was used for middle managers who had little or no experience of short listing candidates and it was used in conjunction with "Attitude or Skills? – What to look for when recruiting". The course content was good, it was easy to use and covered various aspects of short listing, which could be looked into; participants had to think 'outside the box', participants could relate the questions/exercise back to their own experiences. It was a good basis for questioning, it enabled participants to realise that they need to forward plan for short listing, discover what’s required when you short list candidates and why it’s essential you have good job descriptions and person specifications.
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Previous Member
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Time:
In total we estimate this exercise will take 40 minutes.
Aims: • To demonstrate how our own beliefs, values and past experiences affect how we perceive people and situations. • To raise awareness of how often unconscious bias impacts upon our perceptions of others. • To understand the impact of unconscious bias on our interactions with others and the decisions we take.
About
Time: The exercise in this module can be completed in about 10 minutes. In total, allowing for discussion, we recommend allowing about 40 minutes for this module.
Aims: • To demonstrate how our own beliefs, values and past experiences affect how we perceive people and situations. • To raise awareness of how often unconscious bias impacts upon our perceptions of others. • To understand the impact of unconscious bias on our interactions with others and the decisions we take.
Group Size: This module can be used with groups of almost any size.
Useful For: Staff at all levels.
You'll Need: Nothing other than the materials provided.
Notes: If using this exercise with very large groups, place participants into pairs. Unconscious bias can apply to a range of topics and can be included in training on Recruitment, Equal Opportunities, Customer Service and Performance Management, etc.
Remote/Virtual Delivery: There is a Remote Delivery version of this module available in Trainers’ Library.
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I used this exercise recently as part of an online recruitment workshop, to highlight how unconscious bias affects how we do things. The delegates were really shocked when I showed them the images, particularly all but one delegate had chosen the same one, despite it being a really multi-cultural group.
The discussion that followed was brilliant, really getting everyone to think about why they had made the assumptions they had, and it fed really well into talking about selection for interview from c.v.s.
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Louise Holloway
rated this item with 5 stars.
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