Over the last 6 years, we have revolutionised the recruitment and assessment process through our Gamified Psychometric Assessments.
In this section, you will find guides and useful information on how these assessments are used in recruitment, what behavioural traits are assessed through our software and how our technology is beneficial to both candidates and employers.
Psychometric Whitepaper Series
‘Intelligence tests’ have been around since the early 20th century, psychometrics weren’t practically applied until the Second World War.
Despite the benefits available to employers, psychometric testing isn’t without its faults regarding candidate performance and resources required.
Psychometric tests, in all their forms, are designed to measure certain aspects of how a candidate’s brain functions and responds to various scenarios
A psychometric test can be entirely valid, without necessarily pushing the envelope in terms of innovation. Read what a good psychometric test looks like here.
Even with UK employment hitting record highs before Covid-19, enterprises can still expect to receive thousands of applications annually.
Innovation Through Science
Imagine you are applying for your dream job, and everything goes as expected. Then, as you get through the first stage of the selection process, you are invited to download a mobile app.
Although assessment centres worked in the past, it’s questionable whether they’ve always been great experiences. Digital-first strategies adopted now, can open up a host of new hiring programmes.
Gamification – the application of game technology in non-game contexts – has been quickly adopted as a go-to approach for enhancing engagement and innovation across industries
We aim to help companies make better people and career choices through our innovative gamified psychometric assessments. It is understandable that new technology raises questions.
Workplace wellbeing is an increasingly broad and deep area of discussion in HR. From the impact of stress on mental health, all the way through to the gradually warping posture of the desk-bound.
Our assessments are underpinned by neuroscience. But the fact remains that this is hardly common knowledge. For many, the true possibilities (and obstacles) of neuroscientific advancement are unclear.
Understanding Individual Traits
What does it mean to reach adulthood before receiving a dyslexia diagnosis, having gone through most of your years in education already, somewhat struggling with reading, memory or numbers?
Starting as a trend geared towards millennial tech start-ups in 2010, co-working spaces have evolved to attract larger companies with perks like communal areas, activities and flexible working conditions.
We got thinking: why not consider how we assess another type of fitness. One that sticks, no matter how quickly your 2020 exercise plan falls apart. Obviously, we’re talking about job fitness
We’re talking about communication. Specifically, we’re questioning whether everyone possesses this soft skill to some degree, and whether we’re in fact defining it correctly in the first place.
Most companies strive to maintain productivity in these times. But one thing may not have been considered – our innate sociability, and how workplace friendships can lead to employee engagement.
If you’ve ever made a New Year’s resolution, you know that making changes stick in our busy lives can be extremely challenging. We tackle the psychology of these resolutions here.
“Extroversion” is often deemed key to one’s ability to communicate, make rapid decisions and empower teams. But all of these characters showcase the value of the question: “What makes a good leader?”.
We know – provocative. We don’t really believe this, of course. But all the talk of creativity as a prerequisite soft skill has got us thinking: are there any scenarios where this bizarre statement might ring true?
The continued spread of Covid-19 has corralled most of us into makeshift home offices. Ironically, what would normally be a staple of flexible working has now become an entirely inflexible reality
Why are some people able to power through when it comes to distance running more than others? The psychology of endurance and why individuals are better suited to it is tackled here.
Arctic Shores considers the widening divide between graduates’ workplace expectations and the realities, giving insights as to what you can do to overcome it.
It seems that change is the only constant at the minute. If you’re finding yourself taking stock at regular intervals (perhaps unwittingly staring into space all the while), you’re definitely not alone.
As this technology advances and becomes more readily available, companies across industries can make use of VR within recruitment as a way to differentiate themselves and embrace change.
Arctic Shores define company culture is the personality of a company. It is a unique and distinctive combination of factors including work environment, visions, values and goals.
You don’t have time for candidate feedback. Truthfully, who does? You’re already working 25/8 to get all your actual paid work done – let alone finding time to dish out career tips to candidates.
Gen Z are well-known for their pursuit of authenticity. However, when it comes to graduate recruitment, are employers doing enough to facilitate this push for authenticity?
In recent years, consumers have been seeking products and services that are more tailored to their individual wants and needs, thus causing personalisation to become a consideration for companies.
The term ‘neurodiversity’ was first coined in the early 1990’s through the Autism Rights Movement. It aimed to shift people’s thinking towards mental health conditions.
You’ll have opinions, granted, based maybe on that ever-aloof niece or nephew you’ve got – the one surgically attached to their smartphone last Christmas. But what do you really know?
By introducing Arctic Shores gamified psychometric assessments, we have helped clients across the globe make better hiring decisions and candidates better career choices.