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.
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.
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