In-Basket Technique
What is in Basket Technique?
The 'In-Basket Technique' is a widely used assessment tool in management and leadership evaluations. It simulates a realistic work environment where candidates handle a set of tasks and challenges from a fictional 'in-basket' or email inbox. The exercise tests candidates’ decision-making, prioritization, problem-solving, and communication skills by requiring them to manage various documents, messages, and issues as they would in a real job setting.
During the exercise, candidates are given a series of tasks such as responding to emails, making strategic decisions, or resolving conflicts. Their performance is evaluated based on how effectively and efficiently they address the issues, demonstrating their ability to manage workload, make informed decisions, and communicate solutions. This technique provides insights into a candidate’s potential effectiveness in a managerial role and is often used in recruitment, training, and development contexts.
What is the Procedure of an In-Basket technique?
The In-Basket Technique involves a series of structured steps to assess a candidate’s management and decision-making abilities. Here’s a detailed breakdown of the procedure for conducting an In-Basket exercise:
Design the Simulation
- Develop Materials: Create a realistic set of tasks, documents, and scenarios that reflect the responsibilities of the role being assessed. This includes emails, memos, reports, and other typical work items.
- Define Objectives: Establish clear evaluation criteria based on the skills you want to assess, such as decision-making, prioritization, communication, and problem-solving.
Brief the Candidates
- Introduction: Explain the purpose of the exercise and what is expected from them. Provide an overview of the role they are simulating and the tasks they will be working on.
- Instructions: Clearly outline the rules, including the time limit for the exercise and the process for handling the in-basket materials.
Distribute Materials
- Provide the In-Basket: Give candidates a set of documents and tasks that they would encounter in the role. These should include a variety of issues that need to be addressed.
Conduct the Exercise
- Task Handling: Candidates review and prioritize the tasks, make decisions, and prepare responses or actions as required. They may be asked to make notes, draft responses, or outline their approach to solving problems.
Observe and Record
- Assessment: Observe how candidates manage their tasks. This can be done through written records of their decisions and actions, or by observing their process if the exercise is conducted in real-time.
- Documentation: Collect the candidates’ responses and any relevant notes they make during the exercise.
Evaluate Performance
- Review Responses: Assess the candidates' decisions, prioritization skills, and problem-solving approaches against the predefined criteria.
- Scoring: Use a scoring rubric to evaluate how well candidates handled the tasks, considering factors like effectiveness, efficiency, and alignment with role expectations.
Provide Feedback
- Discuss Results: Offer feedback to candidates based on their performance, highlighting strengths and areas for improvement. This can also be an opportunity to discuss their decision-making processes and thought patterns.
Make Decisions
- Selection: Based on the evaluation results, make decisions about which candidates are best suited for the role or identify areas for their development.
Example of an In-Basket Exercise
For example, in a managerial position, the exercise might include handling a customer complaint, approving a project proposal, and organizing a team meeting. Candidates need to prioritize these tasks, deliver thoughtful responses, and make decisions that align with company goals. This provides a comprehensive evaluation of not only the candidate’s technical skills but also their ability to work under pressure and balance competing demands.
Back to Glossary