Some of us love working independently, while others love working together. Some of us prefer asking for feedback more frequently, while others want to try out things themselves first. And some of us desire consensus, while others desire efficiency.
There’s absolutely no right or wrong, or good or bad here. If you want your team to be successful, you’ll need people from both sides of this spectrum, depending on their responsibilities and tasks within the team, as well as the current representation of the team. Simple because both sides of the spectrum have their own strengths and weaknesses.
As per November, we will launch the world’s first gamified assessment for hiring, measuring Workplace Interaction.
Relevance/importance of a Workplace Interaction
What type of job suits a potential hire best heavily depends on this person’s workplace interaction. For example, some jobs will require a lot of teamwork and information sharing, while other jobs require the ability to motivate yourself and work independently.
On top of that, having insights into someone’s workplace interaction also helps you to coach this person more successfully. For example, when knowing upfront that someone might find it difficult to ask for help or feedback, or to receive feedback, you will allow yourself to coach someone more specific and tailored to their needs.
Scientific research/foundation
The only scientifically validated alternative that is currently being used for recruitment purposes, is a self-assessment questionnaire. In this questionnaire, candidates are being asked to rate themselves on a number of statements, covering the most relevant aspects of workplace interaction.
However, as many studies have shown already, self-assessment questionnaires are oftentimes unreliable in a hiring setting. This is because people have a tendency to either overestimate or underestimate themselves. On top of that, self-assessment questionnaires allow for socially desirable answering and subjectivity, which is a well-known issue with personality questionnaires.
In order to prove this once more, we have conducted extensive research, which has again shown that self-assessments differ a lot from for example peer reviews of the same person.
For that reason, the scientific foundation of this game is built upon decades of research and literature, in which the same constructs have been used that are used in the self-assessment questionnaires. However, we have put the construct of these questionnaires into context, to get more accurate insights into someone and to leave less room for different interpretations. By controlling the circumstances more, we ensure an objective assessment, instead of a subjective self-assessment. We have seen consistent patterns in the game results of the validation group which, from a statistical point of view, prove that our game does measure observable variance in this trait.
We have decided not to provide more detailed information about this game on our website, as we want to prevent candidates from researching our games. In case you’d like to know more about this game, please start a live chat, or schedule a call with us right away.
