7 Reasons why Game-Based Assessments are Better for Hiring

Pre-hire psychometric assessments are one of the best predictors of success on the job. During the induction, development and succession planning of an individual, psychometric assessments help in identifying the strengths and development needs. Organizations across industries are taking a game-based approach to assessment for informed decision making.

Game-based assessments are psychometric assessments intentionally built as games. They have several key advantages over more traditional methods of assessment.

1) Reveals True Behavior and Abilities

1. Due to their fast-paced and immersive nature, game-based assessments reveal a candidate's natural behavior and responses in a way that traditional testing methods cannot. Unlike traditional assessments, game-based assessments are progressive - they adapt as the candidate engages with it. Furthermore, framing the assessment as a 'game' rather than a 'test' reduces anxiety, making the hiring process more inclusive and accurate for candidates who get nervous during formal testing.
2. Game-based assessments test a candidate's abilities to solve new problems and to think logically, as well as their level of motivational drive to succeed. Psychological research on the key determinants of employability, job performance, and career progression indicates that these qualities are absolutely critical in the modern workplace. As such, game-based assessment performance is highly predictive of performance in the workplace.

2) Quick Evaluation

1. An array of personality traits and cognitive skills (problem-solving, memory, attention, mental agility, information processing, etc.) can be assessed in just a couple of minutes. Moreover, it is the first-ever game-based psychometric assessment that extensively measures 30 personality traits (based on the Big Five Model of Personality) in a comprehensive yet intuitive and engaging manner.

3) Appears Relevant for Candidates

1. Many game-based assessments leave their psychometric foundation deliberately unconcealed.
2. Game-based assessments take into account the psychological basis and the psychometric properties when designing its game-based assessments. We've tweaked game tasks according to consistent candidate feedback, and the "psychometric" part of the game can be 'felt' during gameplay. This contributes to the games, content validity and their acceptance by candidates as both realistic and, therefore, fair selection tools.

4) Engaging for Candidates

1. Gameplay is significantly more engaging than a traditional psychometric assessment. Some organizations experience dropout rates of over 30% with a traditional approach to assessment. Candidates are generally more likely to complete a series of games than a lengthy test and are more likely to enjoy the experience.

5) No Gaming Experience Required

1. Unlike games, Game-based assessments design ensures that there is no need for a prior gaming experience. The assessment process is as simple as a traditional psychometric assessment.

6) Fair for Candidates

1. By design, assessment data is objective and eliminates bias that may arise from subjective interpretations of a resume, letter of recommendation, biographical information, or interviews.
2. Games allow for more data points to be collected than a traditional multiple-choice assessment. Combining this with machine learning techniques provides increased predictive validity and, therefore, a more accurate picture of how a candidate will perform in the job.
3. Game-based assessments also minimize bias from a candidate perspective: Games do not assume that the test-taker is aware of one's personality and the design of games is inherently engaging, typically resulting in improved focus by the candidate on the assessment.
4. Similarly, the immersive nature of the game tasks tends to reduce stress resulting from so-called stereotype threat (i.e. negative stereotypes about e.g. cultural and/or gender differences raise inhibiting doubts and high-pressure anxieties in a test-taker's mind). Furthermore, games may minimize socially desirable responses, by eliciting more authentic behavior.

7) Enhances Employment Brand

1. A well-designed selection process is critical for sustainable and scalable talent identification. It allows recruiters to leave a lasting positive impression on applicants (who are not only prospective employees but also potential or existing customers).
2. Game-based assessments convey a fresh and dynamic employer image. The enhanced candidate experience creates an important competitive edge for companies in an increasingly global war for talent.