A couple of weeks ago, I ran a poll on LinkedIn. ‘’What do you think about gamification in recruitment, compared to traditional psychometric tests?’’ I could tell one thing for sure. Based on the enormously high amount of votes I got, it’s clearly a topic that triggers people’s interest.
I gave people the following three options: 1) Love it!, 2) Like it, but is it validated?, and 3) Don’t like it.
Only 6% of all people voted for the third option. 57% voted for the first option. And that leaves 37% for the second option.
To be fair, I wasn’t surprised by the results of the poll. In fact, I actually expected even more people to vote for the second option. I speak to People Professionals on a daily basis, explaining to them how gamification works, that it’s actually a scientifically validated instrument, and therefore why they can and should trust gamification even more than on a traditional psychometric test.
Cheers, Charlotte Melkert
Co-Founder & CEO at Equalture.
Insights you will get from this playbook
- The 4 problems with traditional tests that gamification resolves;
- How are games being developed and scientifically validated;
- Example: How do Equalture’s games work and what do they measure.
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Results
CASE STUDY – NON-CHEATABLE GAMES
116% improved retention by making use of non-cheatable games.
How SF Market, part of EuropeFX (DE) used Equalture’s non-cheatable games to increase their retention from 37% to 80%.
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