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

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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.

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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.

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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.

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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 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 

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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.

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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.

Practice psychometric tests for specific jobs

Administrative PositionsExcel Test, Talent Q Verbal and Numerical Reasoning
Tests, Typing Test
Test
Apprentice Healthcare AssistantThomas International TestTest
Assistant DirectorCEB SHL Verbal and Numerical Reasoning TestsTest
Biological ScientistTalent Q Verbal and Numerical Reasoning TestsTest
Call Centre Verbal and Numerical Reasoning TestsTest
Clinical Psychol.CEB SHL Verbal and Numerical Reasoning TestsTest
Clinical ScientistTalent Q Numerical and Verbal TestsTest
Finance JobsSituational Judgment Test, Verbal and Numerical Assessments, Excel ExamTest
Nurse PositionsVerbal and Numerical Reasoning TestsTest
Business PsychologistVerbal and Numerical Reasoning Tests, Watson-Glaser TestTest
Pharmacy PositionsNumerical Reasoning TestTest
Public Health PositionsPearson, Ranra, and Watson Glaser ExamsTest

Aptitude test practice books

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

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

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

Passing Numerical Reasoning Tests gif

Our game-based assessment resources

HireVue Game-based assessment