Talent Management Guidelines

Role Plays

Spring Recruitment Edition

Content of the guide:

Role Plays

Definiton

Golden rules

Flow

Evaluation

1. What is a role-play?

Role Plays

Assessment Centers/Group Dynamics

A role-play is the first method of selection that AIESEC Italy uses. A group of people without prior knowledge of each other that are asked to discuss an issue or solve a dynamic problem. A role-play targets the most observable competencies of the profile we have. The Role-plays serve as the major filter of the candidates through an objective assessment of their competencies as all candidates are exposed to the same issue, having different behavioral reactions. Take into consideration the PROFILE we are searching for this Spring : Competencies (Competenzze):

Motivation

Global Mindset

Proactive Learner

English speaker

LC competency 1

LC competency 2 Behaviors (comportamenti) for each competency: Motivation:

Reason for joining AIESEC

Time availability weekly for AIESEC activity

Discovery day participation Global Mindset

Respects and understands other cultures, religions, sexual orientations

Is aware and interested in world issues, situations, challenges

Is aware and interested in national issues, situations, challenges (in Italia) Proactive Learner

Takes and assumes responsibilities

Involved in extra-curricular activities

Searches for resources in internal/external environment resources to reach goals

Looks for challenges and opportunities English speaker

Is able to understand and reply to a question in English

Is able to describe a situation that happen to him/her in English LC competency 1

Is able to this

Does this in that situation LC competency 2

Is able to this

Say this in that situation

2.Golden Rules of Role Plays

Minimum Standards Duration: 1h 15’ – 1h 30’ maximum. Taking into consideration there might be delays, book for each role play 1h 30min. Number of participants: between 5- 8. For the groups with preferably odd (pari) numbers of participants, so the group cannot reach a consensus through majority. Randomize(mix) the backgrounds of the participants. If you have people from the same background it is possible for them to manifest similar behaviors. Observers Must participate before to the Train the Selecters. The observers do no actively participate to any of the conversations of the role plays. The observer should not observe more than 2 people. Each candidate should be observed by 2 different observers for objectivity reasons. During role plays the observers should seat at the same level with the candidates and should constrain from reactions. (NO standing up, walking around, talking, laughing, fidgeting). During the role plays the observers role is to write down the reactions (exact words) and behaviors ( eg.is silent, is talkative, responded only to this question) and NOT to interpret the behaviors. That will be done after the role play is over, during evaluation.

3. How to run a role play?

Role Play Agenda/Flow

Introduction => 8 min

Done by a moderator.

Welcomes candidates and makes candidates feel confortable (2 min)

Short presentation about AIESEC. ( 1 min)

Explains how much time will it last ( aproximately 1 hour) and the fact that during the role play the candidates can only adress clarification questions to the moderator. (1 min)

Presents the observers and what is their role (to see how they behave in a team exercise). 2min

GTKEO for the candidates ( 2 min) Main activity 1 - to asses the candidates competencies and behaviors. => 20 min

Moderator reads task clearly and gives time frame

Gives the group their objective

During exercise do not intervene ( do not show time or facilitate converstation) as moderator or observer

Main activity 2 ( if you have time/ plan to have longer role plays) => 20 min

Moderator reads task clearly and gives time frame

Gives the group their objective

During exercise do not intervene ( do not show time or facilitate converstation) as moderator or observer

Conclusion/Debriefing => 10 min

Moderator asks general questions ( How was the activity? How did you feel ? If you could remake the exercise what would you do/sau differently)

Moderator thanks them for participanting!

Moderator tells them when they will receive THE RESULT if they selected or not

Moderator present the next steps ( Individual interviews, Discovery Days, etc)

3.Evaluation

Objectively deciding

The evaluation is done on the spot immediately after the role play is over. Should not take more than 15 minutes. For the cases in which we are not sure, schedule the candidate for an interview. Refuse only the candidates that have shown very strong misalignment to the profile we are looking for. Use the evaluation grid for each competency and each behavior. Evaluation grid. Give a mark from 1 to 5 for each behavior of every competency. 1 - Not observed (I could not observe that behavior at all) 2 - Little observed (I could observe but very little) 3 - Some observed (I could observe some of it) 4 - Regular observed (I could normally observe it) 5 - Strong observed (I could strongly observe that behavior) *N/A = no answer (I could not tell from what I observed)

Notes. Make your own SPECIAL comments about this person. Maybe he/she created a very good or a very odd (strana). Write what did he/she do, say to make you feel that.

For any questions please write to me:

cristina.banuta@aiesec.it

cristina.banuta (skype)

THANK YOU!!!