In this blog post we’re going to look at the subject of gamification in assessments, if game-based assessments are all they are cracked up to be, or if they’re just another new technological fad.
Are gamified assessments the new avocado? Are avocados the new fax machine? What exactly is a fax machine? Or are they just a stepping stone to an ever more virtual way of working, where everyone is confined to VR headsets and Mark Zuckerberg is the omnipotent god ruling your (virtual) reality?
Despite the fact that we’re not a game-based assessment provider, gamification in assessment is something that we’re being asked about more and more.
Having been in the industry for over 30 years we’ve seen a whole load of technological fads come and go as they’ve emerged over the years. But, are game-based assessments just another fad? Or are they the future of recruitment? And do they actually help?
What is game-based assessment?
Game based assessments (sometimes called GBA’s) are a form of psychometric assessment that uses gaming technology to assess candidates’ suitability for a role. Game based assessments are usually presented as some form of puzzle or reactionary test that the candidate will have to solve…
But are they any good?
Upsides of game-based assessment
- They can offer a more visually pleasing way of displaying assessment materials
- Younger candidates may find them more engaging vs traditional assessments
- May help respondents to feel more relaxed and engaged when answering
- Can differentiate your recruitment process from competitors
Downsides of game-based assessment
- More expensive to design, develop and implement vs more typical assessments or off-the-shelf tests
- Games can often lack the real life simulation element of more behavioural/situational judgement type assessments (although in the not too distant future, virtual reality could potentially make assessments mirror real life situations far better than current gamified assessments)
- They often put older and less tech savvy candidates at a disadvantage
- Often accused of providing style over substance
The argument for game based assessments
Despite the initial excitement surrounding game-based assessments, closer examination reveals both advantages and just as many limitations (if not more). At their inception GBAs were hailed as a revolutionary approach to psychometric testing, promising to engage candidates in a novel and interactive manner while providing valuable insights into their psychological traits. One of the primary advantages touted was their ability to present assessments in a format that resembles gameplay rather than traditional tests. This gamified experience may help alleviate test anxiety and create a more relaxed environment for candidates, potentially resulting in more authentic responses.
GBAs can be more appealing to younger, digitally native individuals who are accustomed to engaging with technology in various aspects of their lives. By leveraging gaming mechanics and more visual elements, GBAs have the potential to differentiate an organisation’s recruitment process, offering a modern and innovative approach that aligns with the expectations of tech-savvy candidates, often helping to strengthen employer branding and candidate perception.
Arguments against game based assessments
However, it’s essential to recognise that the advantages of GBAs are not without their caveats. While they offer a visually appealing and interactive assessment experience, the cost of designing, developing, and implementing GBAs tends to be much higher and can be prohibitive compared to more traditional ass.
Moreover, GBAs may not be suitable for all candidates or employer brands. Some individuals may feel uncomfortable or disadvantaged by the gaming format, especially those who prefer conventional assessment methods or lack familiarity with gaming technology.
Another significant concern with GBAs is their potential impact on inclusivity and diversity in recruitment processes. Limited research exists regarding the extent to which GBAs attract or deter protected groups, raising legal and ethical considerations for employers. Additionally, the opaque nature of GBA assessments, wherein the link between gameplay and psychological scores remains elusive, poses challenges for correlating assessment outcomes with real-world behaviour and job performance.
While GBAs can offer a more engaging and visually appealing alternative to traditional psychometric tests, their effectiveness in predicting performance and promoting inclusivity requires further scrutiny.
Employers should carefully weigh the pragmatic and evidence-based reasons for adopting GBAs, considering factors such as cost-effectiveness, candidate experience, and potential impact on diversity and inclusion. Ultimately, informed decision-making regarding the adoption of GBAs should prioritise the alignment of assessment methods with organisational culture, recruitment goals, and the needs of diverse candidate populations.
The future of assessment
The current trajectory of how technology is evolving means that gamified assessments are likely to continue growing in popularity.
But there are some companies taking it even further… Back in 2017 Lloyds Banking Group became the first company to use virtual reality in a virtual assessment centre scenario! However, despite this being several years ago, VR still hasn’t really taken off in the way we thought it would, perhaps meaning that investment would be better spent in other areas of the recruitment process (such as assessment, onboarding or employee development perhaps).
Some future trends to look out for;
- Blockchain based assessment, recruitment & selection
- Decentralisation of candidates’ data – giving them far more control over how their employment data is used
- Increased digitisation of the recruitment process
- Virtual reality workspaces
- Increased flexibility for workers throughout the recruitment process
- Work based entirely in the metaverse
The bottom line
While there is still some debate to be had about whether game based assessments are any more effective at helping recruiters to unearth their best candidates, they are definitely here to stay. As technology continues to evolve and we slowly transition to a Ready Player 2 type existence in the metaverse (please no!), more and more job seekers are likely to come across this type of assessment.
For many businesses the cost of developing something this unique will likely be prohibitive, but for companies that have the budget it can be a nice way of differentiating your recruitment offering to prospective employees.
Older candidates may be put off but younger candidates may find it a more engaging experience, which means recruiters will need to be aware of this fine balancing act before implementing them. One alternative solution could be that recruiters only implement them in specific, more technical roles where being assessed in a gamified way wouldn’t be totally unexpected to the candidates.
