The Gamification of Employee Selection Tools

Abstract

The major hypotheses of this experiment were that students who play a computer game in teams of two or three will perform at least as well as those who play the game individually. and that teams of two or three students will be at least as successful in the game as individual students. Sixth graders of high academic ability were divided into four groups. Three of the groups played a computer game: one group played alone. one played in pairs. and one in threes. The fourth group did not play the game. All the svbiects then took a test designed to measur e learning from the game. No significant differences in learning were observed. but there was a statistically significant tendency for boys to play the game faster than girls. A difference in the machines used to play the game produces no consistent or significant effects. Appendices give some statements from the game and the test questions. (Author/JY)

Applicant Fairness Perceptions of a Robot-Mediated Job Interview: A Video Vignette-Based Experimental Survey

“…Personnel selection is one of the organizational activities that has experienced an increasing digitalization in the last few decades (Woods et al, 2020). Methods such as online applications (Sylva and Mol, 2009), digital interviews (Langer et al, 2017), and gamified assessments (Hawkes et al, 2018) have been found to provide practitioners with easier and faster selection procedures (Woods et al, 2020). While it has been argued that such digital selection procedures may be able to reduce implicit biases in applicant selection (Suen et al, 2019), research suggests that these methods may also replicate some of the biases from the traditional selection procedures (Lievens et al, 2015).…”

Cross‐national applicability of a game‐based cognitive assessment

“…Games have been used in recruitment processes since the 1960s, when AT&T introduced games based on the stock market and manufacturing processes into their assessment centers (Crooks, 1976). With the advent of the internet, some organizations have used online games to attract candidates and provide them with an engaging and realistic job preview (Hawkes et al, 2018). For example, in 2002, the US Army introduced America's Army , a first‐person‐shooter video game that provides a realistic preview of life in the defense force (Weidner & Short, 2019).…”

“…Increased internet connectivity and the availability of computers have given rise to the widespread use of online psychometric assessment, and more recent improvements in device capability have enabled new technologies, such as video interviews and mobile assessments. These new technologies allow organizations to assess high volumes of candidates quickly and cheaply in comparison to in-person methods whilst also offering greater convenience for candidates (Hawkes et al, 2018). As competition to attract and retain talented employees grows, organizations are becoming increasingly focused on providing candidates with a more engaging, interesting, and even fun recruitment process.…”