Gamified Assessments

Often known as “Gamified Assessments” or “Game-Based Assessment”, these assessments have the core properties of traditional psychometric assessments but with the addition of game-based elements.

For decades, organisations around the world have been using psychometric assessments in their recruitment and selection process. Besides evaluating a candidate’s suitability for the job role, psychometric assessments are also used by organisations for internal training and development purposes.

Technology and digital transformation are changing the way we work, live and play. Gamification or game-based learning has gained traction in the last few years, not just globally but also in Malaysia. and It has been identified as a disruptive technology that has the potential to transform businesses. Many large e-commerce organisations in Malaysia such as Lazada, Grab and Shoppee have adopted gamification in their business models to attract new users and keep their existing users engaged.

These are not the only transformation and changes brought by Gamification. In the field of human resources, gamification has also started to change the way organisations retain, attract and recruit the best talents across various industries. We are now seeing more and more organisations incorporate gamification into their training and assessment tools. Often known as “Gamified Assessments” or “Game-Based Assessment”, these assessments have the core properties of traditional psychometric assessments but with the addition of game-based elements.

Several advantages of incorporating gamified assessments:

• Aesthetic, immersive and engaging candidate experience.
• Shorter administration time to keep the candidates engaged and motivated throughout the process, thus reducing the candidates’ drop-out rate.
• May reduce candidates’ test anxiety by facilitating a more inclusive environment when completing the assessments.
• A powerful strategy to improve employer branding and attractiveness, especially among the Gen Y and Z workforce, giving the impression that the organisation is forward-thinking and has vibrant and fun-loving organisation culture.

Here are a few things to consider before integrating gamified assessments into your recruitment and selection process:

• Target group – Gamified assessments tend to be more attractive to the Gen Y and Z workforce but the older generation workforce might not enjoy these kinds of assessments.
• Validity and reliability – Selecting a quality gamified assessment which is backed by strong psychometric properties is essential to ensure that the resultant data points are credible and trustworthy.