Game-based assessments guide

The world of recruitment is changing rapidly. Traditional methods like CV screening and interviews are making way for innovative technologies. One of these techniques is the use of game-based assessments. But what exactly does that involve, and why are so many companies excited about it?

Game-based assessments combine game elements with scientifically validated methods such as psychometric testing. By incorporating games into the recruitment process, employers gain better insight into candidates’ cognitive skills and behavioral traits. The result? An objective and engaging way to find the perfect match for a job vacancy.

The future of recruitment
‍Why are game-based assessments the future? They provide candidates with an engaging and interactive platform to demonstrate their skills, offering recruiters rich insights into their potential. This innovative approach complements traditional testing methods by adding a dynamic and immersive dimension to the assessment process, creating an environment where candidates can perform at their best.

The modern job market is increasingly focused on selecting skills, personality, and potential rather than solely on experience. Game-based assessments align perfectly with this trend by identifying talent that might otherwise be overlooked through methods that don’t utilize structured assessments. By offering an engaging and interactive way to evaluate candidates, game-based assessments add an innovative layer to a comprehensive selection process.

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‍What Is a game-based assessment?

A game-based assessment combines traditional psychometric testing with game elements. Candidates are presented with tasks and scenarios that assess skills such as problem-solving and emotional intelligence. What makes it unique is that not only the final score matters, but also the behavior during the assessment.

Game-based assessments provide deep insight into how candidates perform under pressure and how they adjust their strategies. This offers a richer understanding of their personality and skills. However, candidates with less affinity for games or technology may find it challenging, and cultural differences can affect the results.

Game-based assessments: a fairer process

Game-based assessments offer a way to test critical skills such as problem-solving and teamwork in an engaging and dynamic environment. By presenting challenges in a format that feels natural and interactive, candidates are less likely to feel the pressure associated with traditional testing. This relaxed atmosphere allows them to perform authentically, leading to a fairer evaluation of their true potential.

Pros and cons for employers and candidates
Companies gain valuable insights from game-based assessments, such as how candidates respond under pressure or solve problems. For candidates, it offers an innovative experience by making the process playful and interactive, which creates a more relaxed atmosphere. While game-based assessments offer numerous advantages, they are not without challenges. Some competencies can be difficult to measure in a scientifically valid way using games, and interpreting the results can be complex. For candidates, the format might be challenging if they have limited experience with games or technology, and cultural differences can sometimes influence outcomes.

Why game-based assessments work
The rise of game-based assessments aligns with the need for objective, data-driven, and accessible recruitment methods. If your company is looking for a way to find the right match and your target audience benefits from a language-light and highly interactive experience, game-based assessments are an excellent addition to your recruitment toolkit.

Difference from traditional assessments

Interactive and dynamic
The biggest difference between game-based assessments and traditional tests lies in the approach. While traditional assessments use formal testing, game-based assessments are more interactive and dynamic. These games encourage candidates to demonstrate their skills naturally.

Pros and cons of both methods
Game-based assessments can offer a more enjoyable and less stressful experience for candidates, making the recruitment process feel more engaging and modern. However, they may not be the ideal solution for every role or company. For positions where technical expertise or highly specific skills are the primary focus, a more traditional assessment approach might be necessary to thoroughly evaluate candidates. Additionally, interpreting the results can be complex, particularly when assessing competencies that are challenging to measure scientifically through games. This complexity means recruiters may need additional training or support to ensure results are accurately analyzed and effectively applied. Despite these considerations, game-based assessments remain a powerful tool when tailored to the right context and used alongside other methods.

What’s the difference between a gamified assessment and a game-based assessment?

Although the terms are often used interchangeably, there is a subtle difference between gamified assessments and game-based assessments. In a gamified assessment, traditional assessments are enhanced with game elements to make the process more interactive and enjoyable. The foundation is still often a psychometric test, but presented in a playful context.

In a game-based assessment, the game itself is the primary method of evaluation. It revolves entirely around the game experience and the skills tested within it. For example, candidates might face a virtual challenge, such as solving a puzzle or simulating a complex work situation. The entire evaluation is embedded in a game environment, often measuring cognitive and social skills.

The key difference lies in how much the game takes over the evaluation. A gamified assessment uses game elements within a traditional test format, whereas a game-based assessment relies entirely on the game itself. This means game-based assessments often require more advanced technology and development time, which can be costly for some companies. Additionally, it can be challenging to objectively interpret the results of a fully game-based assessment, especially since different candidates may approach the game in different ways. Following, since game-based assessments are a new form of testing, the validation and norm group can be thinner than traditional ways of testing.

Why choose game-based assessments?

More and more companies are integrating game-based assessments into their recruitment processes, and for good reason. In a constantly evolving job market, traditional hiring methods are sometimes no longer enough. Game-based assessments offer a fresh, innovative alternative that aligns with the modern job market. They combine game elements with scientifically validated methods to assess candidates in a unique way. This enables companies to gain deeper insights into both the technical, cognitive, and social skills of candidates.

Moreover, game-based assessments can create greater engagement and motivation among candidates. The game elements make the assessment less formal and often more enjoyable, leading to a more positive experience for candidates. However, a challenge can arise when some candidates feel less comfortable with the game elements, potentially resulting in unexpected outcomes. Therefore, it is of high importance to take into account whether this form of testing really fits the target group. Nevertheless, game-based assessments give companies the opportunity to look beyond the resume and see candidates in action, providing a more complete picture.

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Identifying the right candidates

How can game-based assessments help in identifying the right candidates?
Game-based assessments are a powerful tool for identifying the right candidates, particularly because they go beyond the hard facts on a CV. By using game elements, companies can observe how candidates handle challenges, solve problems, and perform under pressure. This often provides a richer insight into their skills than traditional methods.

These assessments typically focus on measuring cognitive and behavioral skills such as problem-solving, adaptability, and teamwork. These traits are difficult to assess with standard tests but are crucial for success in many modern roles. However, do note that interpersonal competencies are difficult to assess with game-based assessments.

The science behind game-based assessments

How reliable are game-based assessments from a scientific standpoint?
Scientifically speaking, game-based assessments are reliable, provided they are based on validated psychometric models. This ensures that the results are consistent and repeatable, which is essential for objective hiring decisions. However, the game elements may cause candidates to behave differently compared to a traditional test environment, which can affect the results.

What does science say about game-based assessments?
The science is largely positive, as long as game-based assessments are well-designed. Research shows that these assessments can be just as accurate as traditional tests and that game elements bring out natural behaviors, offering unique insights into candidates. However, scientists caution that:

• Cultural differences can influence the outcomes, potentially affecting fairness.
• Distractions within the game can impact performance, more so than with traditional methods.
• Not all competencies can currently be scientifically measured with game-based tools.
• To date, all game-based assessments have only been validated internally by the vendors themselves, without independent research institute involvement.

While these considerations highlight areas for further development, game-based assessments remain a promising and innovative approach to candidate evaluation when used appropriately.

Psychometric principles and skill measurement

What psychometric principles underpin game-based assessments?
Game-based assessments are built on the same psychometric principles as traditional assessments, such as construct validity and reliability. These principles ensure objective and consistent results, allowing companies to gain an accurate understanding of candidates' skills and abilities.

How do game-based assessments measure cognitive and behavioral skills?
Game-based assessments measure cognitive and behavioral skills by challenging candidates with tasks designed to test abilities such as problem-solving, logical thinking, and teamwork. These assessments use interactive scenarios or puzzles that mimic real-world challenges, requiring candidates to make decisions, strategize, and adapt to changing conditions. Observing candidates’ behavior in these real-time situations provides a dynamic view of their performance, offering insights into traits like adaptability, creativity, and resilience—skills that are often harder to measure with traditional tests. The data generated during gameplay is analyzed to evaluate patterns, decision-making processes, and the overall fit of the candidate for the role.

What do the games in game-based assessments Look Like?
Game-based assessments often use interactive scenarios that simulate work situations. Candidates are challenged to solve problems, make decisions, and respond to dynamic situations resembling real-life work experiences. These scenarios provide a deeper understanding of how candidates function in a work context.

Additionally, many game-based assessments include puzzles and challenges designed to test cognitive skills such as problem-solving and logical thinking. These games can range from strategic brain teasers to quick reaction tests, requiring candidates to demonstrate both their thinking ability and speed.

Some assessments also use role-playing, where candidates assume different roles and navigate through scenarios that simulate typical work-related challenges. This type of assessment helps evaluate interpersonal skills and strategic thinking by observing how candidates handle various situations and roles.

‍What are the differences between the games?
Objectives and focus
The games in game-based assessments vary in their objectives and focus. Some games are designed to test specific cognitive skills, such as problem-solving and analytical thinking, while others focus on behavioral aspects like teamwork and leadership.

Complexity and duration
The complexity and duration of the games can differ. Some assessments consist of short, quick games that test reaction time, while others are more in-depth simulations that last longer and offer deeper insights into the candidate.

Interactivity and technology
There are also differences in the level of interactivity and the technology used. Some games feature simple graphics and limited interaction, while others utilize advanced technologies such as Virtual Reality (VR) or Artificial Intelligence (AI) to create an immersive experience.

Scenarios and context
The context and scenarios of the games can vary greatly, depending on the role for which you're hiring. Some games simulate specific work situations or industries, while others test more general skills and behavioral traits.

Pros and cons of a game-based assessment

Advantages of game-based assessments

1. They offer an innovative experience for candidates.
2. They provide a more authentic representation of skills and personality.
3. They appeal to younger generations and enhance employer branding.

Disadvantages of game-based assessments

1. They have not been externally validated by independently research institutes.
2. They may not be suitable for roles with specific interpersonal or technical requirements.
3. They may not resonate with certain target groups.
4. They require complex implementation and additional training for recruiters.

Advantage #1: innovative candidate experience
Game-based assessments incorporate game elements and interactive formats, making the selection process more enjoyable for candidates. This not only boosts their motivation but also ensures they perceive the assessment as a positive experience.

Advantage #2: natural behavior observation
The playful and less formal setup of game-based assessments often leads candidates to display more natural behavior. Unlike traditional tests, where candidates may feel pressured to provide forced answers or feel uncomfortable, game-based assessments offer a more authentic view of how someone truly performs under 'normal' conditions. This can contribute to a fair and representative evaluation of their skills and personality.

Advantage #3: attractive to younger generations
Game-based assessments align well with the digital and playful habits of younger generations. This demographic is accustomed to gamification in their daily lives and often finds it more appealing to participate in an assessment that approaches them in an interactive and modern way. This can also have a positive impact on employer branding and attract young talent.

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Disadvantage #1: lack of external validation
‍Game-based assessments have primarily been validated internally by the vendors who develop them. To date, independent research institutes have not conducted external validations on these tools. This lack of third-party validation may raise concerns for organizations that prioritize scientifically proven methods, as it can make it harder to fully trust the accuracy and fairness of the results.

Disadvantage #2: not suitable for all roles
Game-based assessments are particularly effective for measuring certain cognitive and behavioral skills but may be less suitable for roles that primarily require interpersonal or specific technical skills. In such cases, traditional tests or technical assessments may be more focused and relevant.

Disadvantage #3: not suitable for all audiences
There is a significant difference in how different target groups experience game-based assessments. Research, for example, shows that young men generally enjoy games much more than middle-aged women. As a result, certain target groups are highly attracted to organizations that use games as a selection tool, while other groups may feel excluded.

Disadvantage #4: more complex implementation
Integrating game-based assessments into your existing recruitment process can be complex and often requires adjustments to systems and workflows. Additionally, it may require extra training for recruiters to accurately interpret the results. Finally, it can be challenging for recruiters to explain that a candidate will not be invited to the next round based on their performance in a game.

Conclusion
Game-based assessments offer an innovative and interactive way to evaluate candidates, with benefits such as a fresh candidate experience, more natural behavioral observation, and strong appeal to younger generations. These methods can provide a more authentic picture of candidates’ skills and personalities, making them valuable in certain selection scenarios.

However, the higher costs, more complex implementation, and limited suitability for certain roles and audiences are important drawbacks to consider. It's crucial to determine whether the benefits outweigh the costs and the potential exclusion of certain groups. By carefully weighing these factors, you can decide if game-based assessments are a suitable addition to your recruitment strategy.

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How can game-based assessments innovate the candidate experience?

Game-based assessments can innovate the candidate experience by making the application process more interactive, enjoyable, and less stressful. Candidates are challenged in a playful way, leading to increased engagement and motivation. Additionally, candidates often receive real-time feedback, which helps them gain more insight into their performance and skills. This gives them a sense of transparency and a fair opportunity to showcase their strengths.

The departure from traditional tests can make candidates feel that they are being approached in a modern, innovative way, leaving a positive impression of the company. This not only contributes to a more positive application experience but also strengthens the employer brand. However, not every candidate is equally comfortable with the game element, which could negatively affect their confidence and performance.

How can game-based assessments promote diversity and inclusivity in the recruitment process?

Game-based assessments can contribute to a more diverse and inclusive recruitment process by minimizing biases. Like traditional assessments, they focus on behaviors and cognitive skills rather than résumés or personal backgrounds, giving candidates from a wide range of backgrounds more equal opportunities. The objective and standardized nature of both game-based and traditional assessments ensures that candidates are evaluated based on their actual abilities and performance rather than superficial factors like education or work experience. Game-based assessments add an interactive and engaging layer to this proven approach, further enhancing the candidate experience.

Moreover, these assessments can be customized to reduce cultural bias, which helps foster diversity in the candidate pool. However, one caveat is that not every candidate is familiar with playing games, and some may feel excluded if they are less accustomed to technology or digital interactions. Companies should be mindful of this to ensure the tool is accessible to a wide range of people.

Implementation of game-based assessments in companies

Step 1: evaluation of current processes
Before implementing game-based assessments, it’s crucial to evaluate your existing recruitment and selection processes. This helps you understand where game-based assessments would fit best and what adjustments are needed. Important questions to answer during this step include:

• Where does an assessment benefit the objectivity of the process the most?
• At what stage in the process do we need the insights provided by the assessment?

By addressing these questions, you can ensure that the integration of game-based assessments adds real value to your recruitment process.

Step 2: selecting the right assessments
Choose game-based assessments that align with your organization's specific needs and the roles you are looking to fill. Ensure the assessments are relevant to the skills and traits you want to measure.

Step 3: integration into the recruitment process
Seamlessly integrate the chosen assessments into your recruitment process. This often requires adjustments to your current systems and workflows, as well as developing clear communication about the role of the assessments for both candidates and recruiters.

Step 4: training and support
Ensure your recruitment team is well-trained in using and interpreting the game-based assessments. This may involve bringing in external experts or enrolling in specific training programs.

Step 5: evaluation and optimization
After implementation, it’s important to monitor and evaluate the effectiveness of the game-based assessments. Gather feedback from both candidates and recruiters and adjust your processes to ensure continuous improvement.

Which platforms are available for game-based assessments?
There are various platforms available that offer game-based assessments, each with its own features and specializations. Some well-known platforms include:

• HireVue: Offers a range of game-based assessments focused on evaluating both cognitive and behavioral skills.
• Codility: Specializes in technical assessments with game-based elements for testing programming skills.
• Pymetrics: Focuses on game-based assessments that collect psychometric data to match candidates with roles.

Who are the different providers? And what are their differences?
Several providers offer game-based assessments, each with its own focus, specializations, and approaches. Below is an overview of some leading companies and their specific approaches:

• The Selection Lab
  • Assessment Method: Combines gamification with scientifically validated psychometric tests.
  • Advantages: Strong scientific backing, focused on objective data.
  • Disadvantages: Less playful compared to other providers, more focused on data than user experience.
• Criteria Corp
  • Assessment Method: Offers a combination of cognitive and psychometric tests in game-like formats.
  • Advantages: Suitable for a wide range of roles, scalable.
  • Disadvantages: Fewer customization options for specific business challenges.
• Talogy
  • Assessment Method: Focuses on both cognitive and behavioral evaluations with game elements.
  • Advantages: Broad applicability for various roles and sectors.
  • Disadvantages: Less focused on younger candidates, not fully customized.

• Pymetrics
  • Assessment Method: Uses short games to measure cognitive and emotional skills.
  • Advantages: Easy to use, popular with younger candidates.
  • Disadvantages: Not always suitable for roles that emphasize technical knowledge.
• Arctic Shores
  • Assessment Method: Uses game psychology to measure candidates' natural behaviors.
  • Advantages: Highly insightful, strong in behavioral analysis.
  • Disadvantages: Less focused on hard skills such as technical knowledge.
• Breem Compass
  • Assessment Method: Offers game-based assessments focused on team dynamics and collaboration.
  • Advantages: Ideal for team-oriented roles and evaluating soft skills.
  • Disadvantages: Less suitable for individual role evaluations.
• Equalture
  • Assessment Method: Focuses on objective, customized assessments that promote diversity.
  • Advantages: Diversity-focused, strong data-driven analysis.
  • Disadvantages: More complex integration with existing systems.
• Ixly
  • Assessment Method: Focuses on psychometric tools combined with game elements.
  • Advantages: Strong psychometric foundation, extensive analysis options.
  • Disadvantages: Less playful, more focused on traditional assessment methods.
    

Success stories and examples of game-based assessments

Unilever
Unilever has integrated game-based assessments into their recruitment process to identify talent globally. They use a series of online games to assess candidates' cognitive and behavioral skills, helping them efficiently screen a wide range of applicants.

L'Oreal
L'Oreal uses game-based assessments to find creative talent for their marketing and sales roles. Their assessments include interactive scenarios that simulate how candidates would perform in a marketing campaign or sales conversation.

Coca-Cola
Coca-Cola has employed game-based assessments to test candidates' problem-solving skills and team dynamics. This helps them understand how well a candidate collaborates and thinks strategically in a team environment.

Deloitte
Deloitte uses game-based assessments for their management and consultancy roles. They have developed online games that simulate how candidates make strategic decisions and handle complex business challenges.

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The future of recruitment with game-based assessments

Deeper insights into candidates
Game-based assessments provide a more detailed view of candidates' skills and personality traits. Through interactive scenarios and simulations, companies can assess not only technical and cognitive abilities but also candidates' behaviors and preferences in realistic situations. This helps create a more complete and accurate picture of how well a candidate fits a role and the company culture.

Improved selection accuracy
Thanks to the playful yet goal-oriented design of game-based assessments, companies can quickly identify candidates' strengths and weaknesses. This speeds up the selection process and increases the chances of finding candidates who not only possess the right skills but also fit well within the team and organization.

Increased candidate engagement
Game-based assessments can make the application process more engaging and exciting for candidates. This can lead to higher engagement and can attract top candidates who are enthusiastic about the role and the organization. A positive application experience contributes to better candidate satisfaction, which can help attract and retain talent.