Assessment Centre Exercise Design

Firstly, we offer assessment centre exercise design services.

Secondly, we are researching virtual assessment centres. One of our partners is Pinsight®.

The Pinsight® virtual assessment centre evaluates the competencies needed to execute specific business strategies, predicts when leaders will be ready to execute those strategies, facilitates continuous development, and tracks the improvement of abilities in real-time. Pinsight® enables all organizations to hire, promote, and develop leaders in a more efficient and cost-effective way.

Continue reading Assessment Centre Exercise Design

Video interview techniques

Our focus here is on video interview techniques.

Even though digital learning games have become common in education, relatively little attention has been paid to game-based assessment. Nevertheless, it has been argued that learning analytics could speed up the adoption of game-based learning by enhancing both summative and formative assessment practices. 

It’s hard enough to gain insights into a resume or profile. Especially for technical roles where the devil is in the details. But employers simply can’t bring every qualified candidate in for an in-person interview.

Expand your talent pipeline by using video interviews

Unless they introduce video interviews. These can be completed virtually. Even via any candidate’s mobile. A video interview does then allow employers to drill down on a candidate’s employment value. Just as they would do in a face-to-face interview!

So, you fill your recruiting pipeline with worthy candidates. Then, your next stage in the recruiting lifecycle is to evaluate each candidate’s skills and qualifications. To move only the right ones through the pipeline.

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There are other pitfalls in the conventional interviewing process that recruiters and hiring managers rely on. First, in spite of an evaluator’s best intentions, bias can creep into their process, both in content and manner, that can put a candidate at a disadvantage.

Second, an unstructured interviewing process can also unintentionally gloss over the most important skills that lead to on-the-job success.

Finally, it’s not always easy to build a scalable, repeatable process that can evaluate a large pool of good candidates without letting some slip through the cracks.

Game based learning

The popularity of video games has drawn researchers’ attention in the exploration of the possibility of  using video games to enhance knowledge, skills, and other personal attributes.

The idea of using games for serious purposes other than entertainment is called game-based learning. Advocates of game-based learning argue that well-designed video games represent solid learning principles. A fair amount of research shows that game-based learning is at least as effective as nongame conditions, such as class- room contexts.

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In addition, when game-based assessment is designed following a principled design framework such as evidence-centered design or cognitive design system, the assessment is likely to have high validity and reliability.

Game-based assessment is essentially performance-based assessment. Tasks that require students to demonstrate their knowledge and skills by working through a task. Rather than a simple test of one’s ability to recall or recognize information, or supply self-reported information, performance-based assessment provides students with the opportunity to show their understanding and apply knowledge in meaningful settings.

Game based learning Part II

Scholars generally support the use of performance-based assessment to measure and support twenty-first-century skills over conventional types of assessment such as multiple-choice questions or filling in the blanks. However, there are a few challenges associated with the design and implementation of performance-based assessments. Some of the more difficult challenges include: (a) designing contexts that will fully elicit the competencies to be measured, (b) modeling the multidimensionality of constructs to be measured, (c) ensuring the validity and reliability (consistency) of the tasks, (d) providing appropriate feedback that is customized to each  individual situation, (e) automating the scoring of the various tasks, (f) accumulating the evidence across all task performances, and (g) reducing the development costs of assessments compared to traditional tests. Our premise in this chapter is that stealth assessment coupled with ECD provides a viable solution to these challenges.

Good games can provide an engaging and authentic environment designed to keep practice meaningful and personally relevant. With simulated visualization, authentic problem solving, and instant feedback, computer games can afford a realistic framework for experimentation.

Game based learning Part III

Another key feature of well-designed games that can enhance learning and motivation is adaptivity related to providing appropriate and adaptive levels of challenge. Gee has argued that the secret of a good game is not its D graphics and other bells and whistles, but its underlying architecture in which each level dances around the outer limits of the player’s abilities, seeking at every point to be hard enough to be just doable.

Similarly, psychologists (e.g., Vygotsky) have long argued that the best instruction hovers at the boundary of a student’s competence. Flow is another name for this phenomenon. It is a construct first proposed by Csikszentmihalyi to describe an optimal experiential state that involves complete immersion in an activity and a deep sense of enjoyment. Flow represents full engagement, which is crucial for deep learning.

Video-Interview Techniques – Video Based Assessment

In a video-based assessment, you’ll record your responses to a series of interview questions in your internet browser (on desktop computers) or on the HireVue App (on mobile devices). This is just like an on-demand video interview; you can complete it at the time that works best for you.

Game- Based Assessment

Game-Based Assessment. In a game-based assessment, you’ll complete a series of short games in your internet browser (on desktop) or on the HireVue App (on mobile). Just like a video-based assessment, you can complete your game-based assessment anytime, anywhere.

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Video-Based Assessment + Game-Based Assessment. This is just what it sounds like. After responding to the video portion of the assessment, you’ll also play a series of short games.

When you start the experience, we will tell you what type of assessment – or combination of assessments – you’ll see.

Here’s how you can ensure you do your very best on a HireVue Assessment:

How to Prepare for a Video-Based Assessment

In a video-based assessment, you’ll respond to a series of interview questions on your computer or smartphone. The entire experience is on demand: you can complete the interview whenever, wherever.

For example, for some customer-facing jobs, your interview may contain a question about how you would respond to an angry customer and you would be prompted to respond by recording an answer on video as if you were addressing that customer. In job roles such as these, your empathy, friendliness, and ability to address the emotions of the angry customer are critical.

We advise you to be aware that the employer will be able to see what is in the background of your video. While most video-based assessments take under 20-30 minutes to complete, you should set aside 45 minutes to stay on the safe side.

Preparing for the Video-Based Assessment

As you prepare for your video-based assessment, consider these tips. If some look familiar, this is because they are applicable to any interview situation. The same tips that help you succeed in a traditional interview will also help you succeed in a video-based assessment.

  • Understand the roles and responsibilities of the role you applied for
  • Be familiar with the different types of interview questions, and come into the assessment with approaches in mind for responding each type.

Common types of questions you’ll see in a video-based assessment are:

  • Situational judgement questions.
  • Scenario-based simulations. The key difference between this type of question and a situational judgment question is that you’ll act out your response, rather than explain it.
  • Past behavior questions.

Unlike a typical interview, you can complete a video-based assessment anytime, anywhere. You should take advantage of this. Be sure to take your assessment during the time of day you feel sharpest and most alert.

Can I Trick/Study/Practice for a Video-Based Assessment?

Beyond practicing like you would for any interview, no.There isn’t a cheat, hack, or trick.

You should also remember that if you pass the assessment, your video interview will be reviewed by recruiters and hiring managers.

Aside from traditional interview preparation, there is no way to study for a HireVue video-based assessment. HireVue does not work with any third parties to provide “training” or “preparation” services.

Frequently Asked Questions: Video-Based Assessments

Q: Do I need to maintain “eye contact” with my camera?

A: Not necessarily. A HireVue video-based assessment is looking at tens of thousands of factors. One little expression or individual factor makes very little difference in the overall score. Do what feels most natural to you.

Q: Does a video-based assessment look for “keywords”?

A: A HireVue video-based assessment considers the whole context of a response, not just certain words here or there. The same sort of evaluation happens in a video-based assessment. The key difference is that you can verbally describe the action you would take, rather than shoehorn your approach into one of several given options.

Q: Is this facial recognition technology?

A: No. HireVue does not use facial recognition technology or track facial features for identity recognition purposes.

Our Case Study Work with Hire Vue GBA 

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