Working with Arctic Shores

Frequently Asked Questions

Working with Arctic Shores

Where does a Game-Based Assessment fit in the recruitment process?

Attraction & High Volume Screening

Traditional data such as a CV and academic qualifications are outdated and lack predictive validity. GBA’s introduce more relevant and objective data into your selection decisions. They attract a more diverse applicant pool and screen candidates against a validated target profile to ensure that they have the attributes relevant for in-role performance.

Can you measure the competencies important to my organisation

Yes. We create a bespoke solution for all of our clients by establishing content and criterion-related validity.

  • Content Validity: We determine whether the GBA provides good coverage of the competencies important to the roles through a job analysis or analysis of your existing competency/strengths framework
  • Criterion Validity: During a validation pilot we establish a target profile of traits that predict performance in the your existing assessment battery (concurrent validity) and other criteria important to your organisation (e.g. in-role performance, tenure, commitment and engagement).

 

Can you automatically integrate with my existing process?

Yes. Our system has an open API for integration with Applicant Tracking Systems (ATS) and 3rd party candidate management applications.

How are your assessments priced?

Assessments are priced on a per candidate basis; the higher the volume of candidates the lower the unit price. We establish a licensing agreement for volumes over 5,000. Please get in touch with us for more details.

What is a fit score?

The fit score is based on a target profile of traits that are predictive of performance in the role. There are two key variables considered in a fit profile:

1) Target Range: This is the level of the trait that is required for high performance in the role and is based on the trait STEN scores.

2) Weighting: This is how important each trait is for performance relative to all of the other traits included in the fit profile.

After completing the Game-Based Assessment(s) the candidate receives a score for each trait and the selection algorithm compares these values against the target profile whilst also considering the trait weighting. The fit score is presented as a percentile. A fit score in the 75th percentile indicates that the applicant is a better fit for the organisation than 75% of the comparison group. This also means that the candidate is within the top 25% of the comparison group for fit.

Can the game and reports be customised with my organisation's branding?

Yes. There are several custom options available ranging from branded reports to a completely branded in-game experience.

What devices and operating systems are supported?

Mobile Minimum Requirements

All of our Game Based Assessments support iOS and Android, not Windows Mobile. You should use a device that was introduced to market within the last 4 years. Older devices will be slower and in some cases unable to handle the application so please ask to borrow an appropriate device from a friend or family member if you do not have one. Please do not use mobile OS emulators on your PC or Mac.

In general most newer devices will run our Game Based Assessments, however any devices running an operating system older than either iOS 9 or Android 4.1 are not supported.

Desktop Minimum Requirements
Skyrise City & Pinnacle Valley support Mac & PC. Most newer machines should work, so long as it’s running an operating system no older than Windows 7 or Mac OS X 10.9 (Mavericks).

How have the assessments been validated?

We validate our assessments according to the rigorous psychometric standards of the British Psychological Society. Our in-house psychologists liaise with Subject Matter Experts (SMEs) and all validation has been reviewed by the University of Oxford department of experimental psychology. Access to our detailed technical manual is available to clients on request.

Can we see your technical manuals?

Of course! We encourage all our clients to read our technical manuals, which are available upon request.

Is it possible to 'fake good'?

Faking our psychometric assessments is nearly impossible because they have been designed to:

  • Be immersive.
When candidates are engrossed in the assessment and react instinctively to the challenges within, there is little time to think about how to fake good.
  • Measure traits subtly
. Unlike self-report personality inventories, the traits under examination are not completely obvious to the candidate. For instance, asking candidates whether they tend to speak up in groups hints that their degree of Extraversion is being measurement. In contrast, our assessments use a cognitive neuroscience model to subtly measure Extraversion more objectively via subtle shifts in attention.
  • Capture a diverse range of metrics.
 In the course of a 25-minute session we capture about 3000 data points. These range from the most basic and observable metrics such as the number of specific actions to extremely subtle differences such as reaction time latencies. The simultaneous capture of such diverse metrics means there’s no hiding true dispositions.