The value of gamification in assessments

You have likely undergone one yourself, or sent an applicant to one: the traditional assessment. Sorting through an inbox, being questioned by a stern-looking psychologist about difficult practical situations, or filling out an endless questionnaire full of seemingly irrelevant choices.

It is genuinely tough when you have to choose between a ‘crackling wood fire’ or a ‘beautiful sunset’ (I’m not making this up!).

Such an assessment doesn't exactly win any popularity contests. Most candidates experience a psychological test as a bitter pill that simply must be swallowed if you want to land that dream job.

They prepare extensively using one of the countless practice assessments, so they are trained to give desirable answers and react in the way they think the employer wants to see.

It is no wonder that many employers also have their doubts and would rather skip the assessment if they could. Yet, that is a shame.

As we wrote in an earlier blog, a good test can provide valuable information for both the employer and the employee. That is why we are happy to share some tips to help assessments climb the HR ladder. Our magic word: gamification.

Gamification is a seriously good idea

A well-designed gamified assessment definitely has advantages. It is not only more fun, but it also provides more reliable results.

With the right approach, a candidate reacts more instinctively, without preconceived notions or endlessly rehearsed standard answers. It is almost impossible to manipulate the results.

One must respond to new circumstances ad hoc while ‘playing’. Preferred reactions and personal drivers emerge, and soft skills (decision-making, adaptability, and resilience, to name just a few) are measured more reliably.

Performance levels can also be predicted more accurately by using a game simulation (also known as a serious game), or by incorporating one or more game elements into the assessment.

Don't be misled by the label game: it is certainly not all lightheartedness. The goal is serious; after all, it concerns recruitment or career development.

So, approach the gamification of your assessment thoughtfully to avoid missing the mark. A few tips:

1. Take the target audience seriously

Put yourself in the candidate's shoes and consider how they will experience the game. They need to feel taken seriously. The game must be well-designed and attractive, and certainly not come across as too childish.

Also, don't make the test too simple or too short: you want them to have a real chance to prove themselves.

It is not a good idea to rush through the game too quickly: too much haste makes the test less credible and thorough. Feel free to let the test last between 10 and 30 minutes; that feels better for the candidate and provides a more realistic picture of the ‘player’s’ capabilities.

By taking a bit more time, you can better check if someone's reactions are consistent and you have the chance to test their skills across more levels.

‍2. Clearly align with the role‍

Of course, a gamified assessment is much more engaging and active than those dusty questionnaires and awkward interviews of the past. But don't get too carried away with humor and fun; the game should still feel like a test, because that is exactly what it is.

Ensure the assessment clearly aligns with the purpose of the testing; prevent candidates from wondering why they are doing certain tasks during the game. Also, don't get too carried away with the creative design: the results must yield something useful. Therefore, before building the game, determine exactly what you want to test a candidate on.

What skills are required to perform the job well, what level of intelligence and productivity is desirable, and what personality is the team looking for?

Try to simulate the real-life situation as accurately as possible. Sufficient realism increases the likelihood of a response that mirrors how they would act in daily practice.

3. A good balance between adaptability and standardization

Effective gamification adapts to the results and abilities of the individual candidate.

After all, every personal decision leads to a different outcome. Yet, it is important to keep in mind the benchmark you want to use for the final results. You want to be able to compare candidates, and you have, of course (see tip 2), formulated clear requirements that you don't want to deviate from too easily.

Therefore, keep a clear focus on exactly what needs to be measured, what the candidate is being assessed on, and what criteria determine a successful outcome. Clear, shared standards are not only useful for you as an employer, but also transparent for the candidate.

What are the next steps?

‍Gamification in assessments offers many advantages and possibilities. But... how do you put this into practice? Feel free to contact us, and we will be happy to help you further!