Why Game-Based Assessments Are Not Suitable for Professional Recruitment!
It should no longer be a secret that at Recrout, we are not in favor of the gimmicky games currently being used in organizational selection processes. While we are big fans of serious business games or situational games—like those used by the Police or Fire Department to test candidates in handling real work scenarios—we are not thrilled about the idea of making professionals blow up balloons. Unless, of course, you’re recruiting elementary school children—they would probably love it.
In the world of recruitment, there are countless methods to find the right candidate. One of the latest trends is the use of game-based assessments. While this approach may seem appealing, especially due to its playful and interactive nature, there are several key reasons why it’s best to avoid this method when looking for serious professionals.
1. Professionalism and Perception
Recruitment-related games at today’s level may be fun, but they belong in elementary school, not a professional setting. When trying to attract serious professionals, you want your recruitment process to reflect the same level of professionalism as the role itself. Game-based assessments can give the impression that your company is not serious, potentially deterring top candidates. Increasingly, organizations are reconsidering the use of games in the selection of professionals.
2. Validity and Reliability
Traditional assessments have been developed and refined over many years, based on decades of scientific research. They are designed to measure specific skills and traits relevant to the role. Game-based assessments often lack this scientific foundation, making them less reliable and valid. This can lead to poor hiring decisions. And if there is any form of validity, it is usually based solely on the developer’s own findings…
3. Complexity of Roles
Many professional roles require in-depth knowledge and a wide range of skills that cannot be easily measured with a game. Traditional assessments are better suited to address the complexity of these roles through detailed questions and scenarios that challenge candidates to demonstrate their knowledge and abilities.
4. Candidate Experience
While some candidates may enjoy playing a game, others may perceive it as unprofessional or even insulting. This is especially true for experienced professionals accustomed to traditional recruitment methods. A negative experience during the assessment can lead top candidates to disengage.
5. Cost and Time
Developing and implementing game-based assessments can be expensive and time-consuming. Additionally, there is often a learning curve for both recruiters and candidates. Traditional assessments, on the other hand, are usually easier to implement and use, saving both time and money.
Conclusion
While game-based assessments may seem like an innovative and fun approach to recruitment, they are not always suitable for hiring serious professionals. It is important to have a recruitment process that reflects the professionalism and complexity of the role. Traditional assessments provide a reliable and valid way to identify the right candidate, without the risks and drawbacks associated with game-based assessments.
Yes, traditional assessments may seem “old-school,” but sometimes old-school is the best school—especially in a world where much is based on hot air and self-opinions without any real evidence. Let’s continue to take the noble profession of recruitment seriously, so that we can ensure its relevance and credibility well into the future!
