What are gamified assessments?
Gamified assessments used in recruitment, also referred to as game-based assessments, are becoming increasingly common. Gamified assessments can be used alongside, or as an alternative to, traditional psychometric tests solutions to make the recruitment process more efficient.
Therefore standard tests such as verbal reasoning, logical reasoning, numerical reasoning or situational judgement tests can be moved onto gamified platform to ensure more engaging and realistic experience.
What is the difference between a traditional psychometric and a game-based assessment?
- In traditional psychometric tests, candidates are confronted with a number of predetermined questions and are required to answer them under a time limit. Once completed, companies can use response data to learn about the speed and accuracy of candidates in answering questions.
- In gamified assessments, much more can be learnt about candidates from the way they need to dynamically solve problems. It is not just the interface of assessments that is more engaging, but games themselves. For example, games will often involve a range of operations from typical games, such as moving, clicking, etc. Candidates must then use these to solve problems presented on the user interface.
Learn more about types of gamified-assessments.
What is the benefit for companies?
Behaviour data gathered on candidates from gamified solutions is much more extensive than self-reported answers to predetermined questions. This type of data is much harder to manipulate with biased responding, unlike self-reported answers.
Another benefit related to the design of gamified assessments. Game-based assessments are designed to reflect dynamic situations – more related to the actual tasks candidates will be faced with in their daily jobs. By creating an innovative and interactive method of candidate assessment, candidates will stay more focused and immersed in their tasks eliminating potential interruptions.
Therefore, companies can learn much more about candidates and ensure they choose the more successful individuals as their future employees.
Do you have an example of a gamified-assessment?
There is no one type of gamified-solution, but there are some trends in the market. The types of games you can face are gamified versions of some traditional psychometric tests – meaning that you will still have to solve very similar tasks but in a different form. Instead of clicking on the answer, you might need to move it or circle it, etc.
Learn more about different types of psychometric tests
Other types of gamified-solutions will use some standard game tactics to measure your abilities and competencies. This could for example include a task in which you need to 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 after a failure you still seek to gather more points or whether you give up. A lot can be learned from candidate reactions in these types of games. Unfortunately for candidates, these solutions can be very different to each other so you cannot learn the right style to play it.