“Games-based assessments are the future” – GradWeb

Find out what Jill Summers, Head of Assessment and Development at GradWeb  thinks about the future of graduate selection methods.

Why are you excited about games-based assessments?


“I am very excited about games-based assessments because I think that they tap into some elements that traditional psychometric tools can’t. Games-based assessments provide a very engaging experience for candidates, who in general are becoming overly anxious and negative about traditional psychometric tools.
The main reason for this is the length of time they have been on the market and that they do not always appear face valid or job related. Games-based assessments provide a much more engaging and motivating experience for candidates, which is why recruiters will continue to move toward them.

I am excited about games from a scientific point of view because I think they assess some attributes and traits that aren’t easily assessed by traditional cognitive or personality tools. Such as, innovation and creativity, which are more difficult to assess through self-report measures. Also, a game is not transparent to the candidate – it does not give away what the candidate is being assessed against, opposed to a traditional tool which ask the candidate ‘are you like X’. I think there are numerous benefits to games-based assessment and I think it is the future.”

Why are games so relevant?

“Games-based assessments are essential to the marketplace because we are dealing with generation Z (individuals that have been born 1990+) – they are the only generation to have grown up with technology and have been online their entire life. Psychometric assessments and any other recruitment technology need to engage these individuals and motivate them to go through the process so we can get access to the best talent. This generation want to be constantly engaged, they want feedback and have a fair opportunity to perform whilst gaining a realistic preview of what is like to work in organisations – games are the best way of doing that.”

As a seasoned occupational psychologist what do you think makes scientifically valid games-based assessment of personality and aptitude?


“Games-based assessments need to be valid and reliable, similarly to a traditional psychometric test like a cognitive ability test or personality tool. It will need to go through the same design process – of which I know the team at Arctic Shores do in a really robust manner. A psychometric technical manual needs to be produced in accordance with British Psychological Best Practice Guidelines. When we recommend tools to clients we look for a tool that is valid and consistent over time.

It is important that candidates receive a feedback report to reward them for completing the game. A psychometric game must be psychometrically sound, have good sized norm groups to benchmark test users against and have no adverse impact or any bias. At GradWeb, we make sure that tests are accessible for everyone so that there is no bias against any minority group. Games are extra helpful and efficient because they are more accessible to individuals from socially deprived backgrounds and research shows they are more willing to complete games.”

What makes Arctic Shores stand out to you?

There are very few psychometric gaming providers in the world at the moment. Arctic Shores stands out to me and my team at GradWeb from a scientific point of view because their tools are incredibly robust, validated and reliable. From a user engagement point of view, the games look like games – they are engaging, user friendly and fun for candidates – I believe no one else is really doing that to the same level across the globe.”


Want to find out more about our psychometric games? Check out our infographic:

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