It has been predicted that over 70% of global 2000 organisations will be using gamed-based recruitment campaigns in the next two years. Already Deloitte, BBC and Network Rail are using games to recruit candidates, amongst others.
So how is gaming being used to recruit candidates?
Games-based assessments are the next generation of psychometric testing and are games designed to test your mental agility, cognitive speed, attention span, spatial aptitude and numerical reasoning – not skill. They tend to be delivered through app-based platforms and are tapping into the technology that students have grown up with and are used to. The image to the left shows an example of this type of game – in this instance, Skyrise City developed by Arctic Shores (image credit: Arctic Shores).
Jill Summers, Head of Assessment and Development at GradWeb, suggests that “Games-based assessments provide a much more engaging and motivating experience for candidates, which is why recruiters will continue to move toward them. They assess some attributes and traits that aren’t easily assessed by traditional cognitive or personality tools.”
Why is it being used?
- Research from Deloitte last year has found that 80% of applicants have expressed frustration with the application process, which can be lengthy – involving tests, assessment centres and interviews.
- Students can prepare in advance for tests and competency questions, which means that the answers they give may not indicate their decision-making skills, but instead they are simply remembering ‘the right answers.’ Candidates cannot prepare a response to a game-based assessment, so it’s assessing real life behaviours instead of practised responses.