Gen Z makes up the latest movement of young professionals entering the workforce. Outnumbering their millennial predecessors, this group will make up forty per cent of the working and consumer population by 2020. Digitally native Millennials and Gen Z together are forecasted to represent around 60 per cent of the global workforce by 2020. CSP.EDU
GenZ is a generation that owns gaming consoles more than the millennials-73% compared to 66%. COVID-19 has only increased the time Gen Z is spending playing games. They are born digital and are gamers by choice. So, when their lives are woven around games, why should hiring be any different.
From the time of World War 2, assessments have become go-to tools for hiring for many organizations. The primary aim was to remove the guesswork and bias from the hiring process. While the overarching aim of hiring the right fit has remained undiluted, nowadays organizations want assessments to be a vehicle to promote:
- A progressive employer branding
- Remove stress from the assessment process
- Reduce drop-out ratio. Fun and engaging to millennial's
- Improve new-hire productivity
- Reduce first-year attrition
Game-based assessments are gaining significant momentum as next-generation psychometric assessments for Gen Z in a fun and engaging manner.
What are Game-Based Assessments?
Game-based assessments are psychometric assessments, intentionally built as simulations. They have several key advantages over more traditional methods of assessment.
- 1. Reveals True Behaviour and Abilities
- Due to their fast-paced and immersive nature, game-based assessments reveal a candidate's natural behaviour and responses in a way that traditional testing methods cannot. Unlike traditional assessments, game-based assessments are progressiveâthey adapt as the candidate engages with them. Framing the assessment as a 'game' rather than a 'test' reduces anxiety, making the hiring process more inclusive and accurate for candidates who get nervous during formal testing.
- 2. Quick Evaluation
- An array of personality traits and cognitive skills (problem-solving, managing change, planning, organizing, adaptability, learning agility, etc.) can be assessed in just a couple of minutes.
- 3. Engaging for Candidates
- Gameplay is significantly more engaging than a traditional psychometric assessment. Some organizations experience dropout rates of over 30% with a traditional approach to assessment. Candidates are generally more likely to complete a series of games than a lengthy test and are more likely to enjoy the experience.
- 4. No Gaming Experience Required
- Unlike games, Game-based assessments design ensures that there is no need for a prior gaming experience. The assessment process is as simple as a traditional psychometric assessment, and no additional equipment are required.
- 5. Fair for Candidates
- Games allow for more data points to be collected than a traditional multiple-choice assessment. Combining this with machine learning techniques provides increased predictive validity and, therefore, a more accurate picture of how a candidate will perform in the job.
Game-based assessments also minimize bias from a candidate perspective: Games do not assume that the test-taker is aware of one's personality and the design of games is inherently engaging, typically resulting in improved focus by the candidate on the assessment.
Games may minimize socially desirable responses by eliciting more authentic behaviour.
- 6. Enhances Employment Brand
- A well-designed selection process is critical for sustainable and scalable talent identification. It allows recruiters to leave a lasting positive impression on applicants (who are not only prospective employees but also potential or existing customers).
Game-based assessments convey a fresh and dynamic employer image. The enhanced candidate experience creates an important competitive edge for companies in an increasingly global war for talent.
Game-based assessments are a coming as a fresh method for assessing candidates while providing an immersive and engaging experience. Multiple data points and a stress-free environment create an unbiased and objective selection criteria's.
The client is one of India's largest automobile manufacturer and was struggling to assess their territory managers on specific competencies required to do their job better. They needed the assessment to create individual training and development plans for the managers in the service training department. There was a reluctance and stress amongst the participants towards the traditional assessment and therefore client's mandate was to get an assessment that is engaging and fun to complete.
"Gammezo", India's 1st game-based assessment from Armezo was chosen by the client as it offered the assessments in a neutral, immersive, and engaging manner. The Competencies measured were categorized as Work Management, Change Management, People Management, and Self-Management respectively. The program was launched across the country with over 200 participants. The output reports were simple and easy-to-understand and came along with automated built-in Development Action Plans. Basis the scores and development plan the participants were categorized into different training program buckets.
There were no direct questions asked to avoid the risk of manipulation and because of the game-play the participants were motivated to complete the assessment in a fun and stress-free environment.
The initiative received accolades from the business teams and because of the word-of-mouth publicity amongst the participant group; the assessment was completed by 100% participants. Over 90% participants rated the experience engaging than traditional assessments.
Game-based assessments have become the tool of choice for hiring and developing great talent.