What Are Gamified and Game-Based Psychometric Assessments?

Gamified-assessments, also referred to as game-based psychometric assessments or gamified-recruitment, are becoming an increasingly common recruitment tool to screen through thousands of applications in search of the best candidates.

Game-based assessments incorporate game elements into psychometric tests and can be used alongside, or as an alternative to, traditional psychometric test solutions to make the recruitment process more effective and efficient for employers and provide an engaging experience for candidates.

As a result, standard psychometric tests such as verbal reasoning, logical reasoning, numerical reasoning, situational judgement tests and personality tests are being moved onto gamified platforms. This offers a more engaging and realistic experience for job seekers and provides employers with thousands of behavioural data points that can be used for a more focussed selection of candidates.

If you imagine a computer game combined with a traditional psychometric test, you’re on the right track.

There are various types of gamified assessment currently being used by top employers. We’ve got the lowdown on these games and how they work, so you can learn what to expect and start preparing for the real test.

For Candidates and Job Seekers

OK, you’re a tetris champion – it’ll be easy, right? Not exactly.

These games are designed to be “fun” but they are real, scientific assessments. They also vary considerably in terms of format and content. Currently the three most common gamified assessments used by employers are:

  1. A series of short tests to assess a particular skill or behavioral trait. For jobs in banking, they might want to assess a candidate’s level of risk-taking or memory, for example.
  2. Longer games assessing work/occupational personality. These use complex scenarios in which the candidate deals with a business situation and makes decisions as they progress.
  3. Job simulation experiences. This type of gamified recruitment solution is a bit like several psychometric tests combined: situational judgement, numerical, logical, e-tray and personality. These typically take more than an hour to complete and tend to be more complex since they replicate an entire business experience. It might start from the moment the candidate walks through the door of the office, leading them through a number of situations where they are asked to take business decisions, driving the next steps of the assessment.

Top 5 Tips: How to Prepare for Game-Based Assessments – and Pass

How to Prepare for Game-Based and Gamified Assessments

  1. Identify which gamified assessments are used by which employer.
  • It is likely that you will be asked to complete several assessments of varying complexity. Themost typical tests assess your personality, judgement, numerical skills, risk taking and memory.

Check examples of game-based assessments in the text below to find out which employers use games in their candidate assessment process.

  1. Practise gamified assessments like any other aptitude test.
  • This is the best way to maximise your chances! By practicing, you will reduce stress and familiarise yourself with the format of the assessment. It is unlikely you will get the exact same games in your recruitment process but it will help you find out how to react and prepare your strategy. You can practice several game-based assessments with GF.
  1. Learn to quickly assess what is being measured. Is it your numerical skills, situational judgement, risk-taking, memory or personality? This will help you navigate the real test.
  1. Take the game-based assessment in a quiet place with a fast and stable internet connection, where you know you will not be disturbed or distracted. Make sure you allocate enough time!
  • Never postpone taking the assessment until the last minute. These games are demanding in terms of concentration and level of interaction; sometimes they can take up to an hour.
  1. Read all game instructions carefully – don’t presume you automatically know what to do!
  • Some companies tweak instructions or change the format of the game during the course of the assessment. This could mean that the game questions change and the story adapts as you progress, depending on your answers. Pay extra attention to this so you don’t get caught out!

Top 3 Differences Between a Traditional Psychometric Test and a Game-Based Assessment or Gamified Assessment

  1. Measurement of behavioural traits: predefined questions/instructions vs. dynamic questions/situations:
  • In traditional psychometric tests, candidates are confronted with a number of predetermined questions and are required to answer them under a time limit. Companies use response data to analyse candidates’ speed and accuracy when answering questions.
  • In gamified assessments, you need to solve problems in a dynamic way. This provides more information to employers aboutcandidates’ actual behaviour: response time, patterns of behaviour, their attitude to risk-taking and changing scenarios – as well as the way candidates react to feedback during the assessment. This is the key difference, compared to traditional psychometric tests.
  • Behavioural variations among individuals completing gamified tasks correspond to observable differences in personality traits and cognitive abilities. By capturing authentic behaviour, game-based assessments attempt to objectively distinguish between candidates on a wide range of traits.
  1. Data availability and analysis potential:
  • Gamified psychometric assessments collect thousands of data points from just one candidate taking one assessment. Artificial Intelligence (AI), cognitive neuroscience and data neuroscience are used to feed predictive algorithms, analyse data, recognize patterns and produce an automated report.
  1. Candidate experience: in game-based assessments it is not just the test interface that is more engaging, but the games themselves. They often include typical game-style tasks such as moving, clicking and drag-and-drop. Candidates must use these to solve problems presented on the user interface. They may introduce a story or characters with specific features so the candidate feels immersed in the problem solving experience.

One of the leading providers of game-based psychometric assessments is Arctic Shores. Learn more about Arctic Shores (AS) to better understand what kind of games they offer. Many organisations use AS games to assess candidates.

Example of Arctic Shores gamified assessment

Example of Arctic Shores gamified assessment

Source: Arctic Shores

Top 4 Reasons Why Companies Use Game-Based Assessment in the Recruitment Process

  1. They offer the same benefits as other online assessment tests, but also…
  2. Offer a better candidate experience.Gamified solutions offer more enjoyment and engagement than traditional online tests.They are fun to use, designed for mobile and meet the expectations of Gen Y and Gen Z employees entering the labour market.
  3. Track behavioral data. Gamified assessments measure not only answers to predetermined questions and results, but also collect extensive behavioural data on candidates. It is harder for candidates to attempt to manipulate results with biased responses, unlike in self-reported answers.
  4. Reflect dynamic situations. Gamified assessments are designed to test candidates on the actual tasks they will face in their daily jobs. By creating an innovative and interactive method of candidate assessment, candidates stay more focussed and immersed in their tasks, eliminating potential interruptions.

To sum-up, game-based assessment allows companies to learn more about candidates and selectthe most fitting future employees.

GF offers game-based assessments for you to practice. Try GF’s gamified assessments, immerse yourself and understand how they work before you attempt the“real thing”.

Types of Gamified / Game-Based Assessments. Top Global Providers of Game-Based Assessments.

There isn’t one single type of gamified solution, but there are some general trends in the market.

A number of companies are currently developing gamifiedassessments. Practice tests are likely to be very similar to the type of assessment you will encounter when applying for jobs.

Leading providers of game-based and gamified assessments are Arctic Shores, The Talent Games, Pymetrics and Revelian.

Gamified assessments can vary from simple games examining your cognitive skills in an interactive format, to immersive job simulation experiences that analyse your personality traits. Some of the main types are:

  1. Interactive assessments.These are traditional psychometric tests that have been made interactive.You will still have to solve very similar tasks – but in a different format. Instead of clicking on the answer, you might need to move it or circle it, for example. Gamified numerical, logical, situational judgement or personality tests are the most common. In reality these are “interactive” solutions rather than gamified assessments. They do not generally measure behaviour but provide a better user experience vs. traditional tests. SHL and Cut-e offer these types of solutions.
  2. Single assessment games.

PWC, Deloitte, Citi, KPMG and e-on are companies that use single game assessments.

Single assessment games typically address individual competencies, e.g. numerical skills, memory or logical reasoning. You will most often be asked to complete a set of very short, interactive tasks with a “game” layout, which may be part of a bigger story. They may not ask a typical question but provide you with very generic instructions. They use standard game tactics to measure your abilities and competencies. This could, for example, include a task in which you throw rocks at glass bottles containing butterflies. For each released butterfly you get points, but you also get penalties for smashed bottles. The trick is that bottles will randomly release butterflies or smash – your task is to make a dynamic decision based on: how many rocks you throw at each bottle, how risky your approach is, whether you still seek to gather more points after a failure or whether you give up. A lot can be learned from candidate reactions in these types of games. Unfortunately for candidates, these games vary significantly so you cannot learn one single correct way to play. Arctic Shores are one of the players in this area.

Below is a GF single game assessment example to help you practice.

Practice BART and other games here to gain more confidence and maximise your chances of successfully passing gamified assessments.

  1. Job-Simulation Game-Based Assessment

 Coca-Cola is one of the companies using job-simulation game-based assessment.

A different type of game-based assessment is the job simulation task. These games immerse you in a virtual office world. They are usually tailored to the specific company you apply to, reflecting the brand image and company culture. TheTalentGames is one company producing this particular type of test.

These gamified assessments act as a platform on which certain personality traits and skills are measured through standard psychometric and personality tests, such as Situational Judgement Tests or Work Personality Questionnaires

For this type of gamified assessment, you need to make sure you:

  • Recognise what personality profile the company is looking for in an ideal candidate. Read job descriptions to get an idea of who they want: is it someone who can demonstrate patience or perhaps a person who takes risks?An extraverted communicator or a diligent analyst?
  • Familiarise yourself with the format and phrasing of personality questions. Game-based assessments often follow a similar logic to more traditional personality tests; the interactive format simply gives the company more data points (from observing your actual behaviour!) and information – as well as making the experience more engaging for you.

 

Example of a Job-Simulation Game-Based Assessment

Example of a Job-Simulation Game-Based Assessment

Job-Simulation Game-Based Assessment / The Talent Games

Source: The Talent Games website

  1. Behavioural Gamified Assessments

Unilever, Accenture and Workday all use behavioural gamified assessments.

Another type of gamified assessment indirectly measures decision-making and reveals your behavioural preferences. One example is a game developed by Pymetrics– it uses an intertemporal allocation problem to measure impatience levels and individual discounting of future gains. For roles requiring patience and a sophisticated approach to personal benefit discounting, this type of information might be crucial foran employer.

Example of Behavioural Gamified Assessments

BehaviouralGamified Assessments / Pymetrics

Behavioural Gamified Assessments / Pymetrics

 Source: Pymetrics website

  1. Emotional Intelligence Game-Based Assessments

Gamified assessments can also include questions examining your emotional intelligence. One such example is a game developed by Revelian called “Emotify” that uses a gamified platform to examine how individuals recognize and identify emotions in others: an essential skill in roles requiring communication and teamwork.

Example of An Emotional Intelligence Game-Based Assessment

Example of An Emotional Intelligence Game-Based Assessment

Example of An Emotional Intelligence Game-Based Assessment

Source: Revelian website

Leading providers of game-based and gamified assessments: Arctic Shores, The Talent Games, Pymetrics, Revelian and other trademarks are the property of their respective trademark holders. None of the trademark holders are affiliated with GraduatesFirst Ltd. or this website.