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What are the Top 3 Differences Between a Traditional Psychometric Test and a Game-Based Assessment/Gamified Assessment 1. This could mean that the game questions change and the story adapts as you progress, depending on your answers. Some companies tweak instructions or change the format of the game during the course of the assessment. 6. Read all game instructions carefullyĭon’t presume you automatically know what to do!

Many employers will provide information in advance on which device is best for you to complete these game-based assessments.

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Some tests may require iOS, Android, Windows or Mac to function properly. Make sure you have the right operating system to take the tests. 5. Use the best device for the test.Īvoid using mobile devices (unless asked to do so) since some of the tasks may be difficult to perform on a smaller touch screen. Ensure you have enough time to complete the game assessment. These games are demanding in terms of concentration and level of interaction sometimes they can take up to an hour. Never postpone taking the assessment until the last minute. Make sure you allocate enough time to get set up beforehand! With a fast and stable internet connection, where you know you will not be disturbed or distracted. 4. Take the game-based assessment in a quiet place This will help you navigate the real test. Is it your numerical skills, situational judgement, risk-taking, memory or personality? Ensure you understand what the game assessment aims to measure before you take the assessment. You can practice several game-based assessments with GF (balloon, cognitive memory, emotions, attention).

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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. This is the best way to maximize your chances! By practicing, you will reduce stress and familiarise yourself with the format of the assessment. 2. Practice gamified assessments like any other aptitude test Keep reading to discover many examples of game-based assessments used and uncover which employers use games in their current candidate assessment processes. Video: How to ace game assessments | Arctic Shores, Pymetrics, HireVue & Assess Candidates Will involve a number of situations where candidates are asked to take business decisions, driving the next steps of the assessment.

May start from the moment the candidate walks through the door of the office, so be prepared!.

Will often take more than an hour to complete and tend to be more complex since they replicate an entire business experience.

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 questionnaires.

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.

For jobs in banking, they might want to assess a candidate’s level of risk-taking or memory, for example.

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A series of short tests: to assess a particular skill or behavioural trait.

They also vary considerably in terms of format and content.Ĭurrently the three most common gamified assessments used by employers are: These games are designed to be “fun” but they are real, scientific assessments. You’re a tetris champion, so it’ll be easy, right? Not exactly. If you’re imagining a computer game combined with a traditional psychometric test, you’re on the right track. A few of these major companies include Unilever, HSBC and RBS. Many large employers are leveraging gamified assessments as part of their recruitment processes (Institute of Student employers, 2018).

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

Top 4 Reasons Why Companies Use Game-Based Assessments.

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

How to Prepare for Game-Based and Gamified Assessments.

Game-based assessments for Candidates and Job Seekers.

To get ahead and ace these new automated hiring systems, practice game assessments with GF and prepare for your job assessments and ace your application first try. Researchers at the University of Sussex Business School, in association with the Institute for Employment Studies, have warned that young jobseekers feel confused, dehumanised and exhausted by automated recruitment systems.