Tool 8 RolePlay Exercises Tool overview Use this

Tool #8: Role-Play Exercises Tool overview: Use this tool to incorporate role-play exercises to conduct with hiring managers during Behavioral. Based Interviewing (BBI) training. Simulations and role-playing are the most effective training methods for demonstrating the impact of BBI and helping interviewers learn to avoid common mistakes. Volunteers from the training group may serve as the “candidates” during these mock interview sessions. HR should facilitate two to three role plays per class. Recommended for: HR partners leading BBI training sessions for hiring managers Time required: 30 minutes to one hour Step 1 Ask hiring managers to individually determine three to five critical behavioral competencies for a position on their units. (Select a non-clinical, non-technical position to ensure the majority of participants have a similar point of reference. ) 1. ___________________ 4. ___________________ 2. ___________________ 5. ___________________ 3. ___________________ Step 2 After two to five minutes, ask hiring managers which competencies they listed. Create a master list of potential competencies. Select the three to five competencies that were most commonly listed to use for practicing. 1. ___________________ 4. ___________________ 2. ___________________ 5. ___________________ 3. ___________________ Step 3 Ask managers to select two to three questions (you might provide a picklist of possible questions) that target the competencies from Step 2. (Reference the BBI Interview Builder for sample questions. ) Step 4 For each successive role play, solicit a volunteer from among the participants to be the interviewee. Solicit a volunteer from among the participants to be the interviewer. The two volunteers will conduct the interview at the front of the classroom. IMPLEMENTATION TIP For a more realistic role-play experience, many institutions have hired temps from local agencies to serve as “candidates” © 2019 Advisory Board • All rights reserved 1 advisory. com

Tool #8: Role-Play Exercises (continued) Step 5 (OPTIONAL) Without telling the interviewer or the rest of the group, assign each interviewee one “difficult” personality trait to challenge the interviewer. “Difficult” personality trait options • Egotistical • Fidgety • Rambling • Evasive • Non-communicative (favors yes or no answers) • Shy Step 6 Step 7 Simulate an interviewing experience. Have the interviewer greet the candidate, ask the questions he or she selected in Step Three, use follow-up questions when necessary and conclude the interview. Observe the process carefully and take notes for further discussions. Lead a discussion with all participants after the interview, taking notes on a flip chart. Potential questions for discussion What went particularly well during the interview? What were the best questions that were asked? Why? Were there any questions that didn’t work as well as you thought they would? Why? Did the candidate say anything that you wouldn’t have expected? Do you think you have enough information now to make an educated decision about the candidate’s ability to fulfill the selected competencies? What else would you like to learn? Based on the candidate’s answers, do you think they should get the job? Why or why not? © 2019 Advisory Board • All rights reserved 2 advisory. com