Games-based assessments

What are they?

Games-based assessments are used by employers to assess candidates for different competencies and personality traits. They are used most commonly in the early stages of an application process.

Which employers use them?

Games-based assessments are used by a range of employers, but are most prevalent in the finance, IT, law, retail and transport sectors. Here are a few examples of employers who have used them:

RBS used online simulations to assess ‘attention spans and brain activity’. Used ‘up front’ in the assessment process to help assessors identify traits in candidates to discuss at interview and to suggest an area of the bank’s operations that might be a good fit.  

Jaguar Land Rover teamed up with virtual band Gorillaz to recruit staff. They developed a video which takes applicants through a two part screening process which includes code breaking challenges. Selection criteria is based on skills and ability rather than qualifications.

FDM Group introduced games based tests in its UK assessment centres to makes recruitment more enjoyable. They introduced a game based verbal reasoning test for graduates to complete at assessment centre.

Other employers using gamification include – PwC, Deloitte, Lloyds, KPMG, Citi, Oracle, Barclays, Network Rail and Vodafone. Using this method, as part of a recruitment process, potentially reduces the need for campus visits, eliminates the submission of CVs, reduces the number of interviews and increases the efficiency of the search process for both the applicant and the company.

Our top tips

  1. Prepare - It's not easy to know what each game will be measuring and how, but when preparing, keep in mind the key traits you think the employer might be looking for. For example, are you showing that you have good written communication skills? Does the assessment reflect your ability to maintain concentration?
  2. Stay focussed - We recommend that you get away from any possible distractions - this might be turning of your phone notifications or emails for the duration of the assessment. 
  3. Be yourself - There's no point trying to second guess the assessment. It's far more important to be yourself and do the best you can.
  4. Clarity - It's important that you read all of the assessment instructions at least twice before going ahead. It could mean the difference between landing your dream job or not!  
  5. Points don't always mean prizes - Most game-based assessments involve scoring points, which add to the enjoyment factor. However a high score doesn’t necessarily demonstrate that you possess the traits the employer is looking for. For example, bear in mind that if you’re applying for a job that values caution over risk, scoring points for yourself by taking risks may not help you in the recruitment process. 

Useful resources