At Arctic Shores, we aim to help companies make better people choices, and people better career choices through our innovative game-based assessments (GBAs). It is understandable that our disruptive technology and this new approach to recruiting raises questions. Many hiring professionals are hesitant to give an algorithm responsibility within their company’s hiring process. To ease some of these concerns, we’ve put together a list of 4 reasons to overcome your skepticism towards GBAs!
They are backed by science
Neuroscience is at the core of our assessments. Each level within our GBAs is based on extensively researched laboratory tasks that have been replicated in a game-based format. Behavioural mechanisms required to complete these tasks are known to reveal individual differences in personality and cognitive ability.
From Lejuez et al’s Balloon Analogue Risk Task (2002)…
To the Balloon Burst level in our GBA, Skyrise City
These differences allow us to build a picture of a candidate’s personality that are useful for predicting job-relevant behaviour.
They are data driven
Our assessments generate 5,000 data points which are passed through a transparent algorithm called a Fit Score. This gives hiring managers an objective and job-related measure against to determine which candidates should be progressed to the next stage and which ones shouldn’t. This removes the need for hiring managers to screen hundreds of CVs and application forms which can be a process prone to bias.
For example, one of our clients, Siemens, implemented our game-based assessment and were able to make job offers to just over 2 candidates per assessment centre, as opposed to 5 before using our solution.
They are bias-free
From the ‘halo effect’ to the ‘effective heuristic’, unconscious biases can occur throughout the recruitment process, with hiring managers unknowingly favouring candidates who are similar to them or judging them on appearance. After implementing our assessment, Siemens UK were able to double the number of female candidates getting to the final selection stage.
Whenever technology is used to screen candidates and especially when algorithms are used, there is danger that bias is hidden in the algorithm – an issue that has recently made the news in relation to Amazon. This is why our Fit Score algorithm is transparent and all the inputs to it are laid open for our clients to check and verify against the evidence that was used to create it.
They have been extensively tested
Our game-based assessments have been used more than 300,000 times in over 35 countries and the results are consistent. 8/10 candidates say they enjoyed completing a game-based assessment and found it less stressful and more engaging than traditional assessments.