Gone are the days when the only choice to screen job applicants was to interview them one by one and put them in an assessment room. Technology has paved the way to revolutionise the recruitment process and make it more efficient, strategic, and accurate. We now have hiring technologies that ease the recruitment process and provide better insights into the applicant’s competencies. Video-based assessments, job simulations, and gamified assessments are just some new tools that have made recruiters’ lives much easier. But what stands out from the rest are the gamified assessments that test a candidate’s competence in a highly engaging approach.
Gamified assessments, like Talegent’s Gamify, are realistic game-based simulation assessments that are customised for your company and the roles you are looking to fill.
This new generation of assessments was made to provide a deeper understanding of the candidate’s strengths while also keeping it fun, interesting, and engaging. But it is more than just a game. Gamified assessments have the foundation of a traditional psychometric test at its core. It introduces game-based elements that improve candidate engagement, while also collecting data points more efficiently with the help of machine learning. It utilises sound psychometric science for you to gauge the candidates based on the key competencies, including their Learning Agility.
Things to consider before using gamified assessments:
As well as the benefits of gamification, you should also know the various implications of using gamified assessments. Since it is a very crucial tool to use, there are some things that you also have to consider before utilizing such.
Relevance to the role you want to fill in – Certain cognitive skills are valuable to certain positions, for example, executives, managerial, and supervisory roles will need great problem solving and management skills while staff level roles are very in need of good cognitive skills. Given that, it is best for you as the recruiter to identify those core competencies that you are looking for because gamified assessments are not a one size fits all kind of solution. You may need to tailor your assessments to have a more appropriate approach to the gamified tests that you would give to the applicant.
Data validation. For a gamified assessment to be accurate, reliable, and relevant, it must have a concrete and careful scientific basis. You must ensure that the solution you are getting has a baseline or foundation for its functionality. One example of a great reference point for gamified cognitive assessments is the International Cognitive Ability Resource.
Assessment limitations. This kind of test gauges the job applicant’s learning ability and learning agility. As a recruiter, it is still important that you assess the other competencies that will be integral to the job position including social, communication, interpersonal, and working skills as well as their emotional intelligence. This can be done of course through other types of assessments like personality and skill tests, values assessment, and video interviewing.