83% of HR professionals are not finding qualified candidates. Recruiting by competencies instead of CV information could help.
60% of HR professionals are focused on retaining people in 2023. People often leave due to lack of growth opportunities and unfulfilled potential.
49% of European companies will reskill their current employees. Technology and change are making many skills obsolete.
Changes in the market
85% of the jobs that will exist in 2030 have not yet been created. Prepare for the future with a systematic approach to competency-based employee development.
STEP 1: Measure
Invite your people to the simulation game
During the simulation game, the participant will encounter several tasks and requests from colleagues. A typical day at work where you juggle priorities and navigate unexpected situations. In the background, the game measures how the players handled each situation. Can they find the information they need? Handle suggestions from colleagues? And get it all done within the deadline?
Work behavior says more than a CV. We're mapping who's making decisions using 10 factors. For example, we look at how well a person navigated the information available to them during a problem solving process or how helpful they were to their colleagues. Whether they can keep their perspective in a chaotic situation, prioritize their tasks, and find the ideal way to solve a problem. How can they balance the factual with the emotional side of communication or if they approach the solution analytically.
STEP 3: Recommendations
Develop strengths and weaknesses
Now you know the unique approach your people have to work and it's time to put that knowledge into practice. You know who's the best person for what tasks and who not to assign. You can better work with your people's potential, get the most out of them, and help them grow. And you'll have more satisfied employees in your ranks.
Behavera is completely free for the first 10 employees.
How can the game measure competencies?
In the background, the simulation game measures 7 primary factors such as analytical approach, relationship orientation, effective communication, and others. It also includes 3 secondary factors such as autonomy, compliance with others, and pace of work. Our methodology can reveal how much a participant works with information from the intranet and from assignments from colleagues. Thus, we map the ability to analyze, understand the different elements of the assignment, and then synthesize how they combine different information into a single solution. We measure all factors several times during the simulation game.
Working with information
Logic and abstraction
What to expect from The Office Day
The simulation game assesses how people approach solving various problems. We do not judge their personality or expertise. We're looking at their work behavior. Employees need no preparation, just their computer and 45 minutes of quiet time to play.
Who will make the most of The Office Day
What competencies is your team lacking? Find out who you need on your team or where you need to develop your people.
Can the candidates do what their CV says? Find out what their real competencies are and if they are your people.
CEO & C-Level
Discover if you are managing talent effectively and getting the most out of your people to meet your goals and KPIs.
Is your job what you really should be doing? Find out what your competencies are and discover your career potential.
What hidden potential do your employees have?
Test their competencies and find out how to develop them better.