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Want to let your applicant play a game during an assessment? Seriously? Yes! In this blog, we'll tell you how that's possible!
You've probably already undergone it or sent an applicant there: the traditional assessment. Sorting a mailbox, being asked by a serious psychologist about difficult practical situations, or an endless questionnaire full of seemingly irrelevant options.
That's honestly not easy, when you have to choose between “roaring wood fire” or “beautiful sunset” (I'm not making it up!).
Such an assessment does not exactly win the popularity award. Most candidates experience a psychological test as a sour apple that simply has to be bitten through if you want to get that dream job.
They prepare extensively through one of the countless practice assessments, so they are trained to provide desirable answers and respond the way they think the employer would like.
It is therefore not surprising that many employers also have their doubts and would prefer to skip the assessment if possible. Nevertheless, that is a shame.
Like we already in an earlier blog written, a good test can provide valuable information for the employer and the employee. That's why we'd like to give you some tips to help the assessment climb up the HR ladder. Our magic word: gamification.
A well-designed gamified assessment definitely has advantages. Not only is it more fun, but it also gives more reliable results.
With the right approach, a candidate responds more primarily, without preconceptions or endlessly rehearsed standard answers. You can hardly manipulate the results.
It is necessary to respond ad hoc to new circumstances while 'playing'. Preferential reactions and personal motives come to the surface, soft skills (decisiveness, adaptability, and resilience, to name a few) are measured more reliably.
The performance level can also be predicted more accurately by using a game simulation (also known as serious game), or to incorporate one or more game elements into the assessment.
Don't be fooled by the label game: it's certainly not all light-heartedness. The goal is serious, after all, it's about recruitment or career development.
So start gamifying the assessment carefully to avoid missing the mark. A few tips:
Put yourself in the candidate's shoes and consider how he or she will experience the game. He or she needs to feel taken seriously. The game must be well and attractively designed and certainly not appear too childish.
Don't make the test too simple or short either: you really want the chance to prove yourself.
It's not good to pass the game too quickly: too much haste makes the test less believable and thorough. Feel free to let the test last 10 to a maximum of 30 minutes, it feels better for the candidate and provides a more realistic picture of the 'player''s abilities.
By taking a little more time, you can better check whether someone's responses are consistent and you have the opportunity to skills to try out at more levels.
2. Clearly matches the function
Of course, a gamified assessment is much more fun and active than those dusty questionnaires and difficult conversations from the past. But don't be too keen on humor and fun, the game should feel like a test, because that's what it is.
Make an assessment clearly in line with the purpose of testing; prevent the candidate from wondering why he should do something during the game. Don't go too far into the creative design of the test either: of course, the results must provide something useful. Therefore, before building the game, make an inventory of exactly what you want a candidate to test on.
What skills are needed to perform the job properly, what intelligence and production levels are desirable, and what personality does the team stand out for?
Try to recreate the real situation as faithfully as possible. Sufficient familiarity offers a greater chance of a response as it would be given in daily practice.
A good one gamification adapts to the results and ability of the individual candidate.
After all, every personal decision leads to a different result. However, it is important to keep an eye on which yardstick you want to use to determine the end results. You want to be able to compare candidates and, of course (see tip 2), you have formulated clear requirements that you don't want to deviate from too quickly.
Therefore, keep in mind exactly what needs to be measured, what the candidate will be assessed on and when someone will pass the balloting properly. Clear, shared standards are not only useful for you as an employer, but also so transparent to the candidate.
Gamification assessments therefore offer many advantages and opportunities. But... how do you put this into practice? Feel free to contact us and we'll be happy to help you out!
