12th September 2017

A Question of Evidence video star does Strictly!

Strictly’s line-up of celebrity dancers this autumn includes Chizzy Akudolu, who also stars in the Scott Bradbury video about behaviour-based interviewing skills.  Scott Bradbury put Chizzy through her paces when she played the part of Safia in ‘A Question of Evidence’ - and she didn’t put a foot wrong!  How will she fare on Saturday nights in the nation’s most popular dance contest?

You can see Chizzy in the video ‘A Question of Evidence’ playing the role of Safi, answering a range of behaviour-based interview questions. She’s asked to provide examples of times when she has been left in charge of her team and how she behaved when deputising for her manager.

In our Scott Bradbury casting sessions, we deliberately don’t go down the celebrity route because we want the actors playing our characters to convey realistic workplace scenarios and communicate directly with the learner.  If the viewer is sitting there thinking, ‘where have I seen this person before?’ or, ‘that’s so-and-so who’s hilarious in that comedy programme’, the nature of celebrity detracts from the learning message. But it’s interesting how many times some of the ‘unknown’ actors we cast for our videos become well-known stars. We know how to pick ‘em! 

So, getting back to Chizzy and Strictly, what behaviour-based questions might we ask her to find out about her suitability for her role on Strictly Come Dancing?

Chizzy, can you tell us about a time when you’ve been performing live in front of a large audience, and something has gone wrong? What did you do?

Chizzy, we are looking for someone who can entertain our Saturday night audience, bringing a certain pizzazz to the show. How have you used your personality to appeal to audiences in the past?

What behaviour-based questions can you think to ask Chizzy?

We like to think we kept Chizzy on her toes during our film shoot but this will be as nothing compared with her experience of preparing for her performances on Strictly each Saturday night! We wish her well.  She was great fun to work with. Come on Chizzy!

‘A Question of Evidence’ is available as an online video and as a DVD resource pack.  See a trailer here. Watch out for Chizzy right at the very end - and ask for a full preview if you’d like to see Chizzy as Safia and are interested in behaviour-based interviewing resources.  Please call 01638 723590 or email video@scottbradbury.co.uk

A Question of Evidence video star does Strictly!

Other Recent Posts

What to Say When You Experience Sexual Harassment at Work

Posted: Nov. 1, 2017, 6 a.m.

From Harvey Weinstein’s downfall to political storms at Westminster, sexual harassment is all over the social media and news channels right now, but when it comes to your own work environment, are your people clear about what’s acceptable, and what’s not? Every one of your employees should see this short video.


Does unconscious bias affect the way you treat older and younger workers?

Posted: Oct. 17, 2017, 10:48 a.m.

Making assumptions about what someone can’t - or can - do because of their age is not only wrong but detrimental to the working of the team.


Reducing absence

Posted: Sept. 1, 2017, 9:27 a.m.

‘Have all your staff arrived for work today?’ asks the email which pops into my in-box most Monday mornings. But an absence from work shouldn’t be an opportunity for companies touting temporary personnel. It should be your cue to swing into action with your absence management procedure.


A short video for new managers

Posted: Aug. 1, 2017, 3:42 p.m.

New managers need to establish credibility with the people they manage. Without it, they lack the trust and respect they need to earn from their team. So, what key behaviours must managers exhibit to be accepted as the credible leader of their team? This video ‘Establishing Credibility’ sums it up in a nutshell (or 2 minutes, 20 seconds to be precise!)


Do People Get Your Name Wrong?

Posted: July 7, 2017, 1:48 p.m.

Do people get your name wrong? Annoying, isn’t it? Whether you respond with weary resignation or outright rage, the reaction is never a positive one. It matters that people get our name correct. From name badges to email salutations, from parcel deliveries to customer information and personnel files, if your name is wrong, there are consequences! Not only is it discourteous and sloppy, it can be costly, too.