Game-based assessments are becoming increasingly popular in hiring processes, yet they still raise questions for many companies. Are they too playful for serious roles? Do older candidates enjoy them? Does performance depend on how tech-savvy someone is?
In this article, we tackle three of the most common misconceptions about game-based assessments:
- Older candidates are less satisfied with the experience
- They’re only suitable for specific job types
- Tech savviness affects how well candidates perform
Spoiler alert: the data proves otherwise. Let’s break it down.
Myth 1: Older Candidates Don’t Like Game-Based Assessments
Let’s get straight to the point. Many assume that game-based assessments are too “fun” or too tech-driven for senior candidates. But our data tells a different story.
The Reality
- Average satisfaction rating across all age groups: 4.4 out of 5
- Candidates aged 50 and above: 4.0 out of 5
- Completion rates remain consistent across age brackets
Older candidates not only complete the assessments at similar rates, but their feedback is largely positive. In one case, a public sector client saw the highest satisfaction ratings from the 50 to 60 age group. These candidates appreciated the low-barrier alternative to traditional motivation letters.
Why is that? Game-based assessments reflect someone’s potential more accurately. Unlike personality questionnaires or aptitude tests, there’s little room or reason to over-prepare or game the system. For those familiar with traditional formats, this can be a welcome change.
Myth 2: Game-Based Assessments Aren’t Suitable for All Job Types
Another frequent assumption is that these assessments only work for junior or tech-focused roles. Let’s take a closer look.
What Game-Based Assessments Measure
Equalture’s games assess core behavioural and cognitive competencies, such as:
- Learning agility
- Problem-solving
- Flexibility
- Ownership and accountability
- Feedback responsiveness
These are transferable skills, not role-specific hard skills. That makes them applicable across nearly every industry.
How They Perform Across Job Fields
Candidate satisfaction across sectors demonstrates the broad appeal of game-based assessments:
- Retail and hospitality: 4.6 out of 5
- Consulting: 4.5 out of 5
- Logistics: 4.3 out of 5
From logistics employees to investment bankers, candidates consistently report a positive, motivating experience. The same factors that make mobile games appealing – intuitive design and instant feedback – also create an engaging assessment experience.
Myth 3: Tech Savviness Affects Performance
This is a common concern, especially when linked to age. However, we have tested this and found no performance differences between candidates with and without prior gaming experience.
Our games are designed with simplicity and accessibility in mind. Every implementation includes a usability testing phase to ensure all candidates understand the tasks, regardless of their level of digital experience. Performance is based on behavioural and cognitive traits, not familiarity with technology.
Why This Works: Gamification as a Tool, Not a Gimmick
Gamified experiences stimulate the brain’s dopamine system. This naturally increases motivation and reduces stress, which has a direct impact on candidate experience.
When candidates are immersed in a gamified experience, they are more relaxed and often forget they are being assessed. This results in two key outcomes:
- Lower stress levels and higher completion rates
- More authentic behaviour that gives better insight into a candidate’s potential
Game-based assessments, when designed well, create a fairer and more accurate hiring process.
Final Thoughts: Time to Rethink Your Assumptions
It’s understandable to have hesitations, especially when game-based assessments are still considered new. But the numbers tell a clear story.
Game-based assessments:
- Are appreciated by candidates of all ages
- Work effectively across industries and job levels
- Improve the overall candidate experience
- Promote authentic behaviour and reduce the potential for bias
If you’re still unsure, the best next step is to try it yourself.
Visit Equalture.com to request a demo game and experience it from the candidate’s perspective.
See the Full Data
We’ve published the full Candidate Experience Report 2024, which includes detailed insights into satisfaction ratings, role types, demographic breakdowns and more. Download it here.
