Category Archives: game based assessment

In this Category, you can firstly find all of our most useful and up-to-date game based assessment information.

Secondly, you can find all of the gamified assessment tips and the practice game based assessments on our site.

We hope you find both of these useful.

Rob Williams Assessment Ltd specialise in designing highly predictive psychometric solutions. In particular, situational judgement test design, realistic job preview design, aptitude test design and personality questionnaire design.

We work across a wide range of sectors and job roles. Our tailor-made psychometric offerings are as unique as our clients’ organisations.

Our organisation prides itself on client satisfaction. We have many positive LinkedIn reviews from our big client projects.

Game-based learning design specialists

Game-based learning design is a speciality of Rob Williams Assessments and our sister site, www.schoolentrancetests.com Learning through games is fun. Plus, effective game based learning design amplifies learning.

Well-Designed Game-based learning

Well-designed game based learning provides 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.

Another key feature of well-designed games that can enhance learning and motivation is is adaptive difficulty levels. The Russian psychologist Vygotsky argued that the best instruction hovers at the boundary of a student’s competence.

Optimal ‘flow’ is another name for this phenomenon. But what is this flow’ construct? It’s 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.

Below we list useful links to not only game-based learning but also game-based assessment. Whether for education or in the world of business.

Game-based learning
Game based learning specialists

Since 2017 we have been leading the psychometric test design input to the MindX design team for their game-based learning assessment (GBA) tools. This has continued since the HireVue takeover of the MindX company in May 2018.

The digital assessment supplier Hire Vue, with their cutting-edge cognitive ability mini-game tests, is the leading worldwide supplier of game-based assessment. For entry talent, for graduate assessment and for more manager assessment.

Brexit effect on children. Hello in different languages.

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.

Game-based learning design

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.

Game-based learning design

Brexit effect on children. Football stadium

Our HireVue projects 

Our game-based assessment resources

Job specific psychometric test practice

CEB SHL Verbal and Numerical Reasoning Test Practice

Aptitude test practice books

Rob Williams’s five practice aptitude tests books are all available on Amazon:

Firstly, in our opinion Brilliant Passing Verbal Reasoning Tests is the best aptitude test practice book for Passing Verbal Reasoning Tests.

Secondly, in our opinion, Brilliant Passing Numerical Reasoning Tests is the best aptitude test practice book for Passing Numerical Reasoning Tests.

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Maths blocks for London Private school exams

Game Based Assessments

What are game based assessments?

Game-based assessments evaluate a range of competencies. In particular, cognitive skills (e.g. numeracy, working memory, problem solving). Also, the cognitive component of behaviours. For example the emotion recognition component of empathy.

They are based on decades of psychological research. Hence game based assessments are used to predict job performance in a similar way. Since, game based assessments mimic tasks successfully used in traditional psychometric assessments.

Game based assessment tips

  • Before playing each game, check which cognitive skills are being assessed.
  • Remember that many data points are collected in any game based assessment. You need to collect as many assessment points as possible.
  • The provider’s instructions will advise what you are expected to do. So, follow these instructions carefully.
  • You will most probably be taking the game based assessment on your mobile phone. So, you need to get into a focussed mindset.
  • Ensure your environment as quiet and disturbance free as possible
  • Finally, that is the level of detailed info that gamified assessments can measure.
  • Remember game based assessment companies aim to collect 1000’s, if not 10,000s data points about you and your performance.

– – – HireVue Video Based Assessments – – –

How to Prepare for a Game-Based Assessment

In a game-based assessment, you’ll play a series of short games.

  • In a game-based assessment, you’ll complete a series of short games designed to measure skills relevant to your job role.
  • Each game takes approximately 3 minutes to complete and comes with its own instructions. Some of the games may remind you of “brain-teaser” type games. Just like your video-based assessment, you can complete the games whenever, wherever.
  • You might notice that the challenges you need to solve resemble those in traditional assessment – just in a more engaging, game-based format. At the beginning of each game, you can see a summary of the skills that are being assessed.

Preparing for 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.

– – – HireVue Video Based Assessments – – –

Video based interview tips

These are our top Video Interview tips.

  • Firstly, remember that many of the good practices you’re familiar with for face-to-face interviews will still apply. In particular you will need to dress smart and to appear well-groomed. Also, ensure that you maintain eye contact as much as possible with the camera.
  • Secondly, answer the video interview questions as concisely as possible. Make the most efficient use of the time available for each question. There will be a countdown timer, so use it as your guide!
  • FInally, show some consideration for your video interviewing company. If it is a reputable, research-driven video interviewing company (such as HireVue) there will be software analysing your changes in facial expression and body lanaguage. Plus, content analysis softward to analyse your interview answers.

Video Interview Q&A

Q: Can I study for a video interview?

A: 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.

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

A: A video-based assessment analyses 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: Who will see my interview?

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

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

A: Typically, a 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.

Video-Based Assessment Intro

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.

– – – HireVue Video Based Assessments – – –

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.

Game based assessment design books

Game-Based Assessment Steps

There are several steps you can take to prepare for a game-based assessment:

  • While some game-based assessments last only 7 minutes, others may last 15-20. You should set aside around 30 minutes of distraction-free time to stay on the safe side.
  • Game-based assessments often require a high degree of concentration and focus. So, take your assessment at a time when you are most awake and sharp. Most games require a high degree of focus; you’ll be most successful if you take your assessment when you are most alert.
  • Read instructions carefully. Make sure you understand what the game is all about before you start playing. The rules are simple and intuitive, and it might be tempting to just start. But reading the instructions is worthwhile.
  • Give yourself a breather between games. Take a second to relax after each game, so you can begin the next game fully refreshed and focused.

Game-Based Assessment Tips

Before you start playing each game, you are provided with instructions to explain what you are expected to do. The game then starts with some easy levels so you can get used to the game format and task, before levels increase in complexity.

Finding a distraction-free area is one of the most important steps you can take to succeed on a game-based assessment.

Most tasks are mentally challenging, but the game format is easy to follow and interact with. Presenting our assessment challenges in a game based format allows us to make them as engaging as possible, and to motivate you to perform at your best.

– – – HireVue Video Based Assessments – – –

Designing GBA Digital Assessments

Rob Williams Assessment Ltd specialise in designing bespoke digital assessments.

A key part of any assessment project is identifying the most important criteria for successful performance. We can help you apply the assessment techniques that business psychology has shown to be the most effective for selecting high job performers. Rob Williams Assessment can advise you on the products that best fit your requirements.

Having worked for many of the UK’s leading consultancies, Rob Williams has extensive experience of assessment for recruitment and for development.

Video based Assessments for Graduates

GBAs are becoming a core component of many graduate recruitment recruitment schemes. For example Accenture, Deloitte and Unilever’s graduate recruitment schemes.

Time to reboot the gamification of recruitment Daniel Howden | June 7, 2017

Going digital is the future of candidate assessment I  Alexander Mann  I Mar 8 2017

Psychometric Considerations in game based assessment

MindX – Entry Talent Sifting

The digital assessment supplier MindX, with their cutting-edge cognitive ability mini-game tests, are a leading UK supplier of game based assessment for entry talent.

– – – HireVue Video Based Assessments – – –

How should you conduct your HireVue video interview?

Remember to:

  • Keep your camera steady
  • Have your head and shoulders positioned square on to your camera
  • Rest your camera on a flat surface
  • Ensure that the room where you are conducting the interview is well-lit.

Our game-based assessment resources

HireVue Game-based assessment

RWA leading HireVue’s Game Based Assessment design

HireVue Video assessment

Our Hirevue video interview tips

– – – HireVue Video Based Assessments – – –

Sales manager meeting with business development team

Hirevue Video Interview Tips

The market leader in both UK and US video interviews is Hirevue, which is why we have focused on Hirevue video interview tips.

Our Virtual Work Skills Resources

Other Top Video Interview Platforms

Best Video Interviewing Software:

  • VidCruiter: Best video interview platform with full recruiting suite
  • SparkHire: A top interview platform for SMB and staffing
  • myInterview: Easy to get started video interview software
  • interviewstream: One of the first video interview platforms
  • RecRight: Great candidate support
  • AllyO: Great for high volume hiring
  • OutMatch: Video interviews plus candidate assessment

Graduate Video Interview Tips – Do’s

Here are our Graduate interview tips do’s.

  • Practice in order to pass basic maths and literacy tests.
  • Dress appropriately.
  • Aim to give a direct answer to each question.
  • Place your laptop or mobile on a flat surface to avoid any jolting during your video interview.

Graduate Video Interview Tips – Dont’s

To be sure, some large firms are imposing hiring freezes or postponing filling roles. But many companies are avoiding pauses to keep business moving forward. That means job seekers need to be prepared for meeting their potential employers by video. “A video screen beats mask-to-mask interaction,” Kaplan says. Here’s how to prepare for a video job interview.

Here are our video interview tips don’ts.

  1. Do not miss the interview and then call to reschedule.
  2. Bring anyone else to the interview.
  3. Don’t give indirect answers to any question.
  4. Have a respectable answer for why you are leaving your current job.
  5. Do not answer your phone during the interview.

Hirevue video interview tips

Even if this isn’t your first Hirevue video interview, remember that the same general face to face interview tips given above still apply. For example, always research the company and role you are applying for in advance.

Following your Hirevue video interview, successful applicants typically advance to a face-to-face interview.

Practice by recording yourself.
Using your smartphone or computer, record yourself as you practice for your interview.  Ideally, you want to have a friend or family member ask you questions so that the encounter feels natural, and so that person can also give you feedback. Speak in sound bites of about 20 to 30 seconds for each answer. When you play back the recording, listen for every “um” and “you know” that you say unconsciously. Your nonverbal communication also needs to be paid attention to–posture, facial expression, how much you fidget. “Make eye contact and smile,” says Meintrup. “Your ability to be personable needs to come across as ‘This person is easy to talk to and work with,’” says David Meintrup, career coach at Korn Ferry Avance. You should also be prepared for small talk, possibly around these unprecedented times. 

Minimize technical glitches and maximize production quality.
Too many technical glitches on your end will raise doubts about your capabilities.  If you need a password, have that saved somewhere so that logging in isn’t trouble. Make sure to sign into your video conferencing system as early as you can and test the connection if possible. How is the connection? What is the video quality like? Do you look best if you’re sitting on a few pillows rather than slouching on a sofa? Check out the lighting in the room. “If the lighting is bad–really yellow or really dim–and there’s the glare coming in off the window, it’s just so distracting,” says Menitrup. Finally, have a backup phone number and an email address to reach out to someone in case the equipment fails. 

Control your surroundings and mute notifications.
Don’t do a video job interview in your bedroom with the closet door open, or in the kitchen filled with dirty dishes. Make sure the background looks professional. Control the environment for potential noise and check around for anything that could be distracting; nothing except maybe a glass of water should be in the foreground of your interview, experts say. If there are others with you, make sure they know exactly what’s going on so you avoid any embarrassing cameos. Finally, be sure to disable any distracting notifications that are sent to your phone or computer; they can derail your conversation in an instant.

Dress as if you were meeting in person.
No matter where the interview takes place, you need to dress for it. A big mistake people make during video job interviews is looking professional on top and wearing sweatpants and slippers below. During an interview, you might have to unexpectedly get up to lower the blinds behind you or grab a piece of paper from the table next to you, so spare yourself the panic and get fully dressed. There’s also something about getting dressed that puts you in a more professional mindset for the interview.

For more detailed information about tech setup, look here in our Candidate Help Center.

And rest assured that the HireVue video interview platform will test and ensure your microphone or volume is on and working.

2) CREATE YOUR PERFECT INTERVIEW ENVIRONMENT

Before you start your interview, first and foremost, you want to be comfortable. And since you can interview anywhere, find the place where you’ll be the most comfortable, and where you can enter the “zone.”

Remember, the employer will see and hear what’s goes on around you, so pick a spot to record that’s quiet and free from distractions.

And check your lighting. You want to make sure your lighting is in front of you since light from behind isn’t flattering. You want to find a room or location with decent lighting, so your face is clearly visible. If you’re sitting in front of a window during the daytime, close the blinds to prevent heavy backlighting.

Don’t worry about making eye contact with the camera. To maximize your comfort level, if you want, you can hide your video while you answer the questions.

3) PREPARE LIKE YOU WOULD FOR ANY OTHER INTERVIEW

In a HireVue video interview, because employers choose the questions they ask you, you’ll be asked common types of interview questions.

These are some common types of interview questions, and questions that show up frequently in video and live or phone interviews:

  • Job Scenario Questions. In these questions, you’ll be asked what you’d do in a scenario you’ll probably see on the job. For example: “A customer has just gotten off the phone with another support representative and is angry. Describe what steps you’d take to calm them down.” You might also be asked to act out what you’d do. For example: “A customer has just gotten off the phone with another support representative and is angry. Describe what steps you’d take to calm them down.”
  • Past Experience Questions. You’ll be asked to share a past experience and what you did. For example: “Tell us about a time you calmed down an angry customer. What steps did you take, and why?”

You can also research other common interview questions as you prepare. What’s most important is having a list of stories and experiences you can apply to different types of questions. Some of the places to find common interview questions include Glassdoor and Indeed.

What if My Interview Includes Games?

Some interviews include a series of short games played within the HireVue interview platform. Each game takes roughly 3 minutes to complete and comes with its own instructions. Some of the games may remind you of “brain-teaser” type games. Other games take on a chatbot-like format where you respond to incoming text messages.

Different games have different rules, so be sure to read the instructions so you go into each game prepared and ready. When you begin, you’ll see a countdown starting at “3.” When the countdown reaches zero, start playing.

Some games require concentration and focus. Finding a distraction-free area, and playing when you feel awake and sharp, are the most important steps you can take to succeed.

4) SET ASIDE TIME TO INTERVIEW

Most interviews take less than 20 or 30 minutes to complete. At a minimum set aside around 45 minutes of distraction-free time. It probably won’t take that long, so this is just to stay on the safe side. And know that, depending on the role, some might take longer.

Games typically add around 10 minutes to the interview. And if you’re interviewing for a software development role, you’ll probably also be asked to complete one or more coding challenges.

No matter what job you’re interviewing for, set aside ample distraction-free time. This way you won’t feel rushed taking your interview and can be your best.

5) PRACTICE

Practice makes perfect, and video interviewing is no exception. If you’ve researched common interview questions, and prepped answers, practice until you feel comfortable and prepared.

When you start your interview, you’ll be able to practice as much as you want within the HireVue platform. Take as much time as you need to get ready.

Hirevue video interview preparation

  • Firstly, remember that many of the good practices you’re familiar with for face-to-face interviews will still apply. In particular, you will need to dress smart and to appear well-groomed. Also, ensure that you maintain eye contact as much as possible with the camera.
  • Secondly, answer the video interview questions as concisely as possible. Make the most efficient use of the time available for each question. There will be a countdown timer, so use it as your guide!
  • Finally, show some consideration for your video interviewing company. If it is a reputable, research-driven video interviewing company (such as HireVue) there will be software analysing your changes in facial expression and body language. Plus, content analysis software to analyse your interview answers.

– – – Hirevue Video Interview Tips – – –

Before conducting your video interview, remember to…

  • Keep your camera steady
  • Have your head and shoulders positioned square on to your camera
  • Rest your camera on a flat surface
  • Ensure that the room where you are conducting the interview is well-lit.

STEM Graduate Video Interview Tips

Video interviewing on demand is gaining traction across industries as a better way to identify top talent. In this article, we’ll cover how to leverage video for the best talent, faster. Interviewing with an on-demand video is different than interviewing one-on-one. Since it happens earlier in the hiring process, tips and tricks associated with good interviewing are generally not applicable.

Hirevue Video interview tips

When considering what questions to ask candidates in an on-demand video interview, you need to establish what you want to learn from each candidate’s answers. Here at HireVue, we’ve identified five metrics you should consider when creating your on-demand video interview:

1. Personality

Personality is critical for customer-facing roles. In the age of social media, a single bad experience with a disgruntled employee can result in long-term customer loss. The organization that provides an engaging customer experience with a highly personable workforce holds a great advantage over its competitors. But personality is not only important for customer service positions, as is becoming evident with research on “cultural fit“. Employees that “mesh” well with their organizations are:

  • More satisfied with their job.
  • Less likely to quit.
  • More committed to the organization.
  • Higher performing.

On the other hand, if you’re looking to add to your company culture (rather than create an echo chamber) and leverage the advantages a diverse workforce brings, gauging each candidate’s cultural identity from the get-go is vital. Either way, gaining insight on each candidate’s disposition as early as possible is critical for finding the applicants most likely to succeed in your organization.

2. Communication Ability

The ability to communicate is consistently rated as the most valued “soft skill.” Employees who are able to effectively organize their thoughts and succinctly present them will be valuable in any role. Identifying the best communicators with on-demand video interviewing allows you to fast-track them through the hiring process before your competitors know what they’re missing. Many organizations are also starting to tackle the issue of data “siloing,” a problem that arises when departments do not share data with one another and are unable to make comprehensive decisions as a result. New hires without pre-existing departmental bias and stellar communication skills will play a huge role in dismantling these data silos.

3. Thinking on the Fly

Crisis happens; they are an unfortunate fact of life. Filling your talent pipeline with candidates who are able to quickly react to these situations as they occur will do wonders for the long-term health of your organization. At the end of the day, organizations need problem solvers.

HireVue Video interview tips

4. Interest in the Position

It should come as no surprise that applicants with only a passing interest in the position probably won’t be the best performers. Applicants who do their research, digging into the responsibilities of the role and where it fits in the structure of your organization are far more likely to produce results. Gauging interest is also beneficial when it comes to ranking applicants for pursuit. Candidates who are already employed and are only passively looking for work should be prioritized below those who are actively searching (and will be off the market quickly).

5. Passion for the Industry

An employee who is passionate in their work is almost always preferable to one who is not. Like the other metrics on this list, industry passion is not something that can be learned from a resume but is critical when predicting a candidate’s long-term performance.

Evaluate these metrics with strong questions

Since there is no interviewer to ask follow up questions, each question must be strong enough to stand on its own. When putting together your on-demand video interview, consider these questions to measure the metrics that matter.

1. Off the Wall Questions

Mercedes Benz’ internship ranks among Vault’s Top 25 Most Prestigious. So when they continue to ask their internship candidates questions like: “If you were an animal, what animal would you be?” you know they must be onto something. Entirely unexpected questions like these are great gaugers of personality and the ability to think on the fly. If an interviewee relishes the opportunity to examine the intricacies of the ostrich, chances are you’re watching a candidate who would thrive in a customer-facing role. But if the interviewee shows palpable disdain for the experience, how well do you think they would handle incidents in the workplace? Unexpected questions like those used by Mercedes Benz offer another unexpected upside: they provide much-needed breaks in the monotony of candidate screening.

HireVue Video interview tips

2. Applied Reasoning (scenario-driven) Questions.

Questions that present a candidate with a given scenario and ask how they would respond are incredibly useful for measuring their ability to communicate and think on the fly. During on-demand interviews, HireVue provides each candidate with thirty seconds to prepare their response. Interviewees who put together comprehensive solutions in those thirty seconds and communicate them in a way that makes sense are going to be your star achievers. When asking questions like these, many organizations use video to present each scenario. Providing a visual element to these questions makes each scenario seem more realistic, and helps more visual learners align their thoughts.

3. What does our company do? Or: What does this position do?

If a candidate chuckles when they see this question, it means they’ve probably done their research – and are very interested in the position. On the other hand, if a candidate starts to sweat (or blows it off entirely), you’ve caught an applicant with only passive interest in the opportunity. To the prepared, passionate candidate, this question is a walk in the park. They will relish the opportunity to show off their experience in the industry or depth of research in your organization. The unprepared, aloof candidate won’t fare so well.

4. Why do you want this position?

This question is a passion-magnet. The easy answer is something along the lines of: “I have a great deal of experience in similar roles.” And while this answer is not bad, it probably doesn’t tell you anything new: chances are you have their resume. A passionate candidate will not only use this question as an opportunity to explain past experience, they will also explain what drove them to the industry (or why they’ve stayed).

Video interview tips. Man talking to laptop.

HireVue video interview tips

Putting it all together

Let’s be frank: passion, personality, and interest can’t be wholly ascertained by the content of an applicant’s answer. But that’s what makes video interviewing so great – there’s so much more to work with. Emotion, intonation, smiles: you can’t see these on a resume, cover letter, or text-based response. The content of an applicant’s answer is a fraction of the insight gained from a video interview. It’s the recruiter’s job to take all the additional, non-textual cues and identify the most passionate and personable. None of this is to say that passion, personality, and communication ability should be given greater weight than years of related work experience. Sometimes the best candidate isn’t the most personable or intellectual. But more often than not, they are – and the ability to gauge the above metrics is a powerful advantage that the video interviewer should not ignore.

Competency-based interviews are the basis of most graduate interviews, hence the need to read our graduate interview tips.

Continue reading Hirevue Video Interview Tips
HireVue game based assessment. Woman in boardroom on video call.

Game based assessment design specialists

Rob Williams Assessment Ltd specialises in designing bespoke digital assessments and would be happy to help you with your gamified assessment needs.

We worked with HireVue on their game based assessment design for three years:

  • We led the development of most of the psychometrically valid game based assessment designs. These gamified assessment designs incorporated broad cognitive skills (2017/18) and then later personality traits (2018/19).
  • Our gamified assessments for Hire Vue represent a highly engaging component of HireVue’s video-based assessments.
  • HireVue is now the world leader in both game based assessment and in HireVue video assessments.
  • HireVue use AI to build mobile-first video assessments combining both video interview, cognitive test and personality assessment components.

Game-based Assessment Tips

Follow the GBA instructions precisely:

Recruiters are not trying to catch you out . There should invariably be clear and detailed instructions. GBA’s are relatively new psychometric assessments. It’s therefore recognised by most game based assessment providers (HireVue, Arctic Shores, Pymetrics) that there are new concepts which need to be explained.

Practise game based assessment: 

  • Sometimes there is the opportunity to practice first. If necessary, re-read the instructions and redo the practice questions several times.
  • Or with the HireVue game based assessments to download the app from the Apple store. Then to practice that way. Do take advantages of any such GBA practice opportunities.

‘Play’ but stay focused:

  • Ensure you take your GBA when you are at your most focussed.
  • Avoid doing your game based assessment first thing in the morning. Similarly, late at night when you are tired. You needx to be at your most focused.

Try to be relaxed:

  • It’s important to do your GBA in the right environment.
  • Set yourself up in a quiet area, where you will not be disturbed, and make sure that you are sat comfortably.

GAME BASED ASSESSMENT

Game Based Assessment design (GBA), or gamified assessment, involves a blend of psychometric design expertise, game design and machine learning.

Some of the most popular HireVue assessments we’ve helped to design have assessed the cognitive aspects of personality traits. For example, the identification of emotions in other people. OR of spotting the use of empathy can be used to influence and to lead others. Meanwhile, Hire Vue this year exceeded over ten million video interviews.

What are game based assessments?

Firstly, game-based assessments evaluate a range of competencies. In particular, cognitive skills (e.g. numeracy, working memory, problem-solving). Also, the cognitive component of behaviours. For example the emotion recognition component of empathy.

Game-based assessments are based on decades of psychological research. Hence, these assessments are used to predict job performance and cognitive skills. Since game-based assessments mimic tasks successfully used in traditional psychometric assessments they are very useful in predicting job performance.

We look at various aspects of game-based assessment. These include

  • Firstly, general tips on these game-based assessments practice
  • Secondly, books that can be helpful in your preparation
  • Thirdly, how to prepare for game-based assessments
  • And also, game-based assessment tips

Finally, we hope you find this useful.

Using video assessments

We specialise in designing highly predictive psychometric solutions. In particular, situational judgement test design, realistic job preview design, aptitude test design and personality questionnaire design.

We work across a wide range of sectors and job roles. Our tailor-made psychometric offerings are as unique as our clients’ organisations.

Our organisation prides itself on client satisfaction. We have many positive LinkedIn reviews from our big client projects.

Why not contact us today to see how we can assist your organisation in hiring the best potential talent for your organisation.

Using video interviews

Video interviews are 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.

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 Personality Tests

Personality assessment research demonstrates that misleading and careless responses typically stem from lack of internal motivation or interest in the task. To address the underlying motivation issue, we created a text-based fantasy game where participants can select a variety of choices to reflect corresponding personality characteristics.

Results have shown consistent moderate-to-strong correlations between choices in the game and scores on a traditional Five-Factor Model personality inventory, indicating that game-like personality assessments can be developed with acceptable construct validity in a mentally stimulating way.

How gamification facilitates creative thinking

Playing games, literally, is a powerful way of facilitating creative thinking. It lowers the barriers of established behavioural routines. Still many companies are still sceptical about the concept of gamification or unsure how to make it.

Traditional techniques known to foster creativity, include mind-mapping and brainstorming. Many big companies (such as design agencies) embrace these practices in the way they work. Research has now shown how gamification creates a ‘creative space’ where people can share their ideas with each other.

Engaging people’s ideas

‘Ideas management’ engages people’s ideas and then accelerates them through the “innovation funnel”.  Traditionally, a company would have an ideas box, then later an Intranet to share ideas.

Digital assessments / gamified assessments

Pymetrics has a history of designing digital assessments / gamified assessments for Unilever. Pymetrics develops neuroscience games and leverages bias-free AI for.

  • Digitalised job matching.
  • Recruiting high performers (HiPOs).

Twenty minutes of gameplay behaviour with Pymetrics or MindX games will assess high performer potential in specific job roles/industries. MindX focuses on the candidate’s cognitive potential, whilst Pymetrics also offers a range of emotional potential metrics.

Our game-based assessment resources

HireVue Game-based assessment

RWA leading HireVue’s Game Based Assessment design

HireVue Video assessment

Our Hirevue video interview tips

– – –Game Based Assessment Design – – –

HireVue game based assessment. Woman talking to laptop.

HireVue Video assessment

Our focus here is on HireVue video assessment and other video assessments, such as video interviews.

Rob Williams works alongside HireVue’s IO psychs and data scientists and the MindX game designer specialists. Thereby, operating at the cutting edge of game-based assessment design.

For example, we based HireVue’s Emotions video assessment tool on that small group of facial emotions that people can identify cross-culturally.  It was important to have a transparent scoring model – since AI is increasingly criticised for having a black-box approach. Also, for the computer to present ‘random’ sets of faces of different ages, genders and ethnic origins – all within different working contexts. 

HireVue Video Assessment Tips

The Do’s of video assessment

  1. Do use any opportunity to practice your video assessment beforehand.
  2. Sounds obvious, but do check that you have plenty of battery power on your phone or on your laptop.
  3. Generally speaking, you need to ensure the place where you take your video interview is very well lit.
    Check, in particular, that the interview space’s lighting doesn’t shadow your face.
  4. So, if you’re scheduled for a HireVue video assessment then do take advantage of the practice video interview questions that the HireVue platform offers…
  5. In particular, get familiar with the whole video assessment set-up screens and the video assessment format which you will have to follow.
  6. Spread your CV and any application notes around you on your desk/table. You need to ensure that you have ease of access to these. also, that they will not distract you at any point.
  7. It is important to be positive so smiling helps!
  8. Talk at eye level to your laptop or to your phone’s camera.
  9. Also, aim to give so depth so don’t have your face right up close to the screen

– – – HireVue Video Assessments – – –

We provide more useful video assessment don’ts below:

 The Dont’s of video assessment

  1. Aim to look at the camera and not at your own self-image…
  2. Secondly, pretend that this allows you to make eye contact with a face-to-face interviewer.
  3. Don’t think that because this isn’t a face-to-face interview you can eat or drink during your video assessment.
  4. Similarly, you must avoid having anything distract you during the video interview session. So turn off any electronic devices that might do this.
  5. Do not conduct the video interview on your cell phone or in a public or unwired setting, like a coffee shop or your car.

In summary, you should aim to make your video as effortless as possible for your potential recruiter to view and hear. That means keeping the Internet connection and the audio as consistent as possible.

– – – HireVue Video Assessments – – –

Best practice for video assessment/video conferencing

With any video conferencing or business video calls, ensure that the background behind you does not distract the person you are speaking to.

Similarly, we believe that it is still very important to make the right first impression. That means that if you have a very messy – or even ‘unprofessional’ background… then that may make it more difficult to convince the person you are conferencing with that you are the sort of business-focused person they were expecting!

Video Assessment Designs

A key part of any assessment project is identifying the most important criteria for successful performance. We can help you apply the assessment techniques that business psychology has shown to be the most effective for selecting high job performers. Rob Williams Assessment can advise you on the products that best fit your requirements.

Having worked for many of the UK’s leading consultancies, Rob Williams has extensive experience of assessment for recruitment and for development.

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.

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.

– – – HireVue Video Assessments – – –

Video-Interview Techniques – Video Based Assessment

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.

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.

HireVue Video-Based Assessments

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

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.

HireVue game based assessment. Woman in boardroom on video call.

Using video interviews

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.

Part II

Here are a few tips on how to successfully deliver a video-based interview.

‘Will they like me? Am I fully prepared for it?’ Whether we admit or not, but almost everyone feels some nerve when preparing for a job interview. Just calm your nerves. Control your nervousness gesture like frequent touching your forehead, twirling your hair, excessively tapping your fingers or showing too much of hand movement. In fact, some of your little habits that you even may not be aware of needs to be rectified, hence watch yourself on camera for practising to break your nervous habits.

Technically set the stage

Download plug-ins and apps that you would need to get in the video-based platform.  Remember to turn off email alerts, software updates and other notifications that may distract you. Do a technical trial run if possible and charge your device before you show up on the screen during the interview. And finally, set up lighting in a way that is bright and illuminates your face from the front. Also, make sure that one uses the login name that’s more professional instead of some comical ones.

Mind your pace

Be conscious of your tone and pitch. Give pauses in a subtle way to reflect on what exactly you are trying to convey. Many a time due to mysterious internet connections, your messages may not sound clear. Also, being conscious of a video interview, we often forget to maintain the pace of our conversation with almost no pauses or taking excessively long pauses in between. The pace, tonality and pitch need to be practised before you appear for a video-based interview. 

Stick to the basics

Though we all know what the basics are, however, we often tend to ignore these critical preparatory skills. Dress professionally, choose something that looks neat while you are sitting down and avoid wearing too bright colours. Make sure to smile, but not too much; just have an enthusiastic, confident and a genuine smile. Maintain good eye contact, neither too aggressive nor too weak and for sure no longer than five seconds at a time.

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.

– – – HireVue Video-Based Assessments – – –

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 to 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 behaviour 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 practising as 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.

FAQ: Video-Based Assessments

Q: Is this facial recognition technology?

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

Our focus here is on game-based assessment.

Introduction to game-based assessment

Game-based assessments evaluate a range of competencies. In particular, cognitive skills (e.g. numeracy, working memory, problem-solving). Also, the cognitive component of behaviours. For example the emotion recognition component of empathy.

They are based on decades of psychological research. Hence game-based assessments are used to predict job performance in a similar way. Since game-based assessments mimic tasks successfully used in traditional psychometric assessments.

Game-based assessment strategies

  • Before playing each game, check which cognitive skills are being assessed.
  • Remember that many data points are collected in any game-based assessment. You need to collect as many assessment points as possible.
  • The provider’s instructions will advise what you are expected to do. So, follow these instructions carefully.
  • You will most probably be taking the game-based assessment on your mobile phone. So, you need to get into a focussed mindset.
  • Ensure your environment as quiet and disturbance-free as possible
  • Finally, that is the level of detailed info that gamified assessments can measure.
  • Remember game-based assessment companies aim to collect 1000’s, if not 10,000s data points about you and your performance.

Game design assessment books

book cover

How to Prepare for a Game-Based Assessment

  • In a game-based assessment, you’ll complete a series of short games designed to measure skills relevant to your job role.
  • Just like your video-based assessment, you can complete the games whenever, wherever.
  • You might notice that the challenges you need to solve resemble those in traditional assessment – just in a more engaging, game-based format. At the beginning of each game, you can see a summary of the skills that are being assessed.

What to Expect

In a game-based assessment, you’ll play a series of short games. Each game takes approximately 3 minutes to complete and comes with its own instructions. Some of the games may remind you of “brain-teaser” type games.

Choosing Your Space

Game-based assessments often require a high degree of concentration and focus.

While some game-based assessments last only 7 minutes, others may last 15-20. You should set aside around 30 minutes of distraction-free time to stay on the safe side.

Preparing for the Game-Based Assessment

There are several steps you can take to prepare for a game-based assessment:

  • Charge or plug in your device of choice.
  • Take your assessment at a time when you are most awake and sharp. Most games require a high degree of focus; you’ll be most successful if you take your assessment when you are most alert.
  • Read instructions carefully. Make sure you understand what the game is all about before you start playing. The rules are simple and intuitive, and it might be tempting to just start. But reading the instructions is worthwhile.
  • Give yourself a breather between games. Take a second to relax after each game, so you can begin the next game fully refreshed and focused.

Game-Based Assessment Tips

Before you start playing each game, you are provided with instructions to explain what you are expected to do. The game then starts with some easy levels so you can get used to the game format and task before levels increase in complexity.

Finding a distraction-free area is one of the most important steps you can take to succeed in a game-based assessment.

Most tasks are mentally challenging, but the game format is easy to follow and interact with. Presenting our assessment challenges in a game-based format allows us to make them as engaging as possible, and to motivate you to perform at your best.

Video-Based Assessment Design Work with Hire Vue GBA 

– – – HireVue Video-Based Assessments – – –

Designing GBA Digital Assessments

Rob Williams Assessment Ltd specialises in designing bespoke digital assessments.

A key part of any assessment project is identifying the most important criteria for successful performance. We can help you apply the assessment techniques that business psychology has shown to be the most effective for selecting high job performers. Rob Williams Assessment can advise you on the products that best fit your requirements.

Having worked for many of the UK’s leading consultancies, Rob Williams has extensive experience of assessment for recruitment and for development.

Digital Assessments for Graduates

GBAs are becoming a core component of many graduate recruitment schemes. For example Accenture, Deloitte and Unilever’s graduate recruitment schemes.

Time to reboot the gamification of recruitment Daniel Howden | June 7, 2017

Digital Assessments for High Volume

Going digital is the future of candidate assessment I  Alexander Mann  I Mar 8 2017

Psychometric Considerations in game-based assessment

Game-Based Learning

Designing assessments for a digitalised world | Cambridge Assessment

MindX – Entry Talent Sifting

The digital assessment supplier MindX, with their cutting-edge cognitive ability mini-game tests, are a leading UK supplier of game-based assessment for entry talent.

Video interview tips

These are our top Video Interview tips.

  • Firstly, remember that many of the good practices you’re familiar with for face-to-face interviews will still apply. In particular, you will need to dress smart and to appear well-groomed. Also, ensure that you maintain eye contact as much as possible with the camera.
  • Secondly, answer the video interview questions as concisely as possible. Make the most efficient use of the time available for each question. There will be a countdown timer, so use it as your guide!
  • Finally, show some consideration for your video interviewing company. If it is a reputable, research-driven video interviewing company (such as HireVue) there will be software analysing your changes in facial expression and body language. Plus, content analysis software to analyse your interview answers.

– – – HireVue Video-Based Assessments – – –

How should you conduct your video interview?

Remember to:

  • Keep your camera steady
  • Have your head and shoulders positioned square on to your camera
  • Rest your camera on a flat surface
  • Ensure that the room where you are conducting the interview is well-lit.

Game-based assessment examples

In terms of Recruiters using game-based assessment let’s start with Price Waterhouse Coopers as a premier game-based assessment example. We will also consider the reasons why recruiters should be serious about game-based assessment.

Gamification has emerged as the latest weapon in the war for talent. In the selection stage of the recruitment process, an increasing number of organisations are turning to game-style elements to improve candidate engagement and satisfaction, while still facilitating the collection of fundamental assessment information.

It is useful to make a distinction between gamified assessments and game-based assessments, where the former is predominantly a psychometric instrument that features game-style elements for better engagement, while the latter is a purpose-built game that assesses user behaviour while playing the game.

Gamification positives

Ideally, gamification in candidate selection allows employer and candidate objectives to overlap:

  • Raise candidates’ motivation to complete the assessment and improve the accuracy of results
  • Provide immediate feedback to candidates and improve their satisfaction with the hiring process
  • Convey a modern and attractive employer brand helping to attract top talent

Game-based assessment examples

  • Reduce dropout rates helping to control recruitment costs.

However, when clumsily deployed, organisations risk that candidates do not feel taken seriously and exit the hiring process. When candidates find it difficult to detect the fairness and relevance of the game, the game will lack ‘face validity’. In this situation, an organisation can risk reputational damage.

The challenge is to ensure that gamification in recruitment is truly fit-for-purpose and is experienced as such. Whether gamified or not, candidates experience assessments as pressured, high-stakes situations, which can limit the scope for ‘having fun’. It is crucial that the candidates’ time and effort are visibly valued. Thus, the process must be clearly justifiable and allow for an assessment of the key metrics required for the role.

Is it fun and games in gamification?

The stakes in gamified recruitment are high for employers and candidates alike. Whether gamified or not, accuracy in the assessment of a candidate’s fit for a role remains critical.

It is important to consider that small cues within the gaming environment can influence participants’ responses. It may sway an assessment’s validity. In fact, any environment, whether curated or not, will influence our behaviours in some way. With this in mind, behavioural economics, the science of decision-making that blends insights from economics, psychology and neuroscience. This offers helpful insights into the optimisation of game-style elements in recruitment.

Game-based assessment examples

Avoid irrelevant game situations

Candidates must understand how the assessment is appropriate for the role.
game situations viewed as irrelevant for the job. It’s important to frame the game with an introductory message. Explaining the game’s relevance, and how it assesses their fit for the role. Also, of course, how the data will be used. Furthermore, candidates generally appreciate immediate feedback to gauge their results and understand their performance during the assessment.

Excessive game complexity can reduce game enjoyment, reduce assessment accuracy and increase the dropout rate. Games must, therefore, strike a difficult balance between allowing sufficient nuance, while minimising biases and choice overload.

Our game-based assessment resources

HireVue Game-based assessment

RWA leading HireVue’s Game Based Assessment design

HireVue Video assessment

Our Hirevue video interview tips

HireVue video assessment