Assessment science has evolved significantly in the last decade with a growing emphasis on candidate experience. Game- based assessments have revitalisedpre-employment testing, aligning with the heightened focus on candidate engagement. A study conducted by Criteria revealed that, on average, candidates favoured game based assessments, with 26 strongly agreeing and 25 somewhat agreeing with this preference. Our blog explores the significance of the top game based assessments for recruitment, the benefits of using them, and how Accendo can help you in your recruitment journey.
Introduction
Recruitment and hiring processes have evolved significantly in recent times, with a growing emphasis on identifying the best candidates for a given part.
Unlike MarioBros., where eating a mushroom makes one grow, there are no boosts that would catapult a candidate into a graduate job. In this context, game-based assessments for hiring have emerged as a novel and engaging approach to evaluating job applicants. Read on to find out further about game- grounded assessments and the top 10 game- based assessments that are transubstantiating the recruitment and hiring landscape.
What are Game Based Assessments?
A game- based assessment is an evaluative method that incorporates game-like rudiments to effectively gauge a candidate’s skills and knowledge, including
- Scoring systems
- Feedback mechanisms
- Time constraints
- Progressively challenging tasks
The best game- based assessments for hiring are used in the early operation stages. still, this doesn't guarantee immediate job placement. campaigners are still needed to attend interviews and assessment centres. Organisations similar as Deutsche Bank use interactive games to give prospective campaigners with perceptivity into their culture and fit, giving food for study to campaigners before they decide to apply.
Why Employers Use Game Grounded Assessments for Reclamation and Hiring?
Resumes offer a glimpse into candidates ’ past experiences but frequently fall suddenly of directly assessing their skills. In contrast, cognitive capability tests have been used as popular selection and recruitment tools for decades, and with good reason – the predictive validity of cognitive capability for job performance is well proved. The best game based assessments can evaluate
Assessing soft skills – Games can effectively estimate candidates ’ soft skills, such as problem- solving, cooperation, communication, and adaptability which are crucial for success in numerous roles.
Engagement and interaction – Games, unlike conventional assessments, engage candidates in a dynamic, interactive experience that unveils their genuine capabilities.
Reducing bias – Game-based assessments can reduce unconscious bias by emphasising performance over demographic factors, leading to more objective evaluations.
Predicting job performance – Well- designed games can simulate real work scenarios, giving employers a glimpse into how candidates might perform in the actual job.
Differentiating the employer brand – Using cutting- edge assessments sets the employer apart as an organisation that embraces innovative techniques and values a progressive approach to talent acquisition.
Cost-effective selection process – Once developed, game- based assessments can be administered to multiple candidates at a relatively low cost per candidate, making them an efficient selection tool.
Four Types of Game Based Assessments
The diverse range of the best game based assessments for hiring caters to specific attributes and behaviours, with the choice of assessments depending on the skills or qualities sought by an organisation.
70 of candidates say they had a positive experience with game- based assessments, compared to 41 who said the same about traditional assessments.( Source HireVue)
Common types of the best game- based assessments for recruitment include
Single game assessments
Single game- based assessments are tailored to test skills similar as numeracy, memory, or logic, through concise and interactive tasks. Arctic Shores and Pymetrics offer a range of single assessment games.
These assessments are used for a range of roles, including administrative, data analysis, technical support, quality assurance, digital marketing, and language proficiency. An example of this assessment is the BART( Balloon Analogue Risk Task) game, commonly used by organisations like PwC.
Interactive game based assessments
These game- based assessments come with a distinction – they require conduct like moving or circling answers, rather than bare clicks. While these assessments enhance the user experience, their primary focus remains the measurement of skills rather of behaviours.
Game- based assessments, such as numerical, logical, situational judgment, and personality tests, are offered by providers like Pymetrics, SHL, and AON Cut- e. These assessments are used for various roles, including digital, tech, marketing, advertising, and business development positions.
Read More: Game-Based Assessments for Recruitment
