Attract the next generation of talent with game-based assessments
Reduce barriers with Equalture’s game-based assessment solution and gain insights into the strongest predictors of work performance – cognition & behaviour.
Completion Rate
Candidate Experience
12-30
min
Time to complete
Why game-based assessments?
Prevent drop-off
Offer an engaging, low barrier assessment, boosting completion.
Not trainable
Our games cannot be trained by candidates.
Resistant to generative AI
The Equalture games are resistant to manipulation by AI.
Truly inclusive
Games are designed and validated to be culturally and neuro- inclusive.
Science-based
The Equalture games are created based upon decades of neuroscience.
Mobile-first, to engage your candidates from the start
Engage applicants of all ages from the beginning by offering an engaging, mobile-first experience to boost application completion.
Keep your assessment short and engaging
Tailor the assessment to your specific role requirements, measuring only what matters, and keep the assessment short and engaging.
Measure cognition and behaviour in one assessment
Measure the two aspects that have the highest predictive value for future work performance: Cognitive ability and Behaviour, in one assessment.
Don’t miss out on talent
The games are designed and validated to be neuro – and culturally-inclusive to ensure that you don’t miss out on valuable talent.
Results you can rely on
Equalture’s game-based assessments are extensively validated, non-trainable, and resistant to manipulation by generative AI; providing you with the most accurate and trustworthy results.
Expert opinion
"Game-based assessments are more reliable and accurate in measuring candidates’ abilities as they come closer to real world 21st-century behaviour than traditional assessments."
Think about it this way: what’s more effective? Having someone respond to the statement ‘I enjoy solving complex problems’ on a scale of 1 to 5, or giving them a complex problem to solve and assessing how they approach it?
Dr. Marcia Goddard,
Expert in the field of neuroscience and game-based assessments
Frequently Asked Questions
Most common tests are traditional tests, meaning that a candidate is presented with a multiple choice question-answer format. For cognitive tests, the participant is usually asked to pick the correct answer. For personality tests, the participant is asked to pick the answer that suits them best (self-evaluation/self-report).
At Equalture we have chosen to steer away from traditional testing formats and provide candidates with a game-based test instead, the overcome the following issues that traditional tests suffer from:
- Practice Effect: Practicing cognitive tests improve testing outcomes, while it’s important to measure innate traits (source);
- Self-evaluation: People are not capable of accurately assessing themselves (source);
- Social desirability: Candidates pick the most desirable answer in a personality questionaire (source);
- Culture Bias: Social desirable behaviour is different for different cultures, and words can be interpreted differently (source).
In addition, other advantages of our games are:
- They are low-barrier and thus reduce drop-off during the application process.
- The games are resistant to manipulation by generative AI.
- Equalture’s games are culturally and neuro-inclusively designed and validated.
- The games are created based on years of neuroscience.
We cannot be too specific about this, as we don’t want candidates to read too much about our games. In general, we focus on measuring cognitive ability (GMA) and behaviour. Cognitive ability is measured through competencies such as: complex problem solving, analytical intelligence, cognitive flexibility, and soon learning ability. These have proven to be the most crucial component of a person’s General Mental Ability (GMA).
Behaviour is tested in the games by how people interact with others, their working style, and what kind of work environment they like.
On average, our games take between 12-30 minutes to complete. You can decide which games you want your candidates to complete for each position based on the competences you want to measure for the role. Test duration therefore varies per open job.
We extensively validate our assessments, both in the process of developing the assessments and on an ongoing basis. We use existing (validated) assessments that measure the same construct as our games are measuring. During the validation process, a group of participants (norm group) is asked to complete both the existing assessment and the specific game. During the process, we look to enhance the reliability and Construct Validity. Reliability refers to a test’s ability to produce consistent results over time. Construct Validity determines if a test is measuring what it is supposed to measure.
All validation studies can be accessed upon request.
The differences between ratings from different age ranges are relatively small. We have seen the following differences:
- On average, people aged between 21-30 years give a rating of (4.52/5);
- On average, people between 31-40 years give a rating of (4.43/5).
- And people aged between 41-50 give an average rating of (4.24/5).
Candidates have the opportunity to (anonymously) share their neurological disorders (ADHD, Dyslexia, Colour blindness, Autism, OCD). On average, the rating from candidates with a neurological disorder and without a neurological disorder is similar. We have seen the following differences for specific neurological disorders:
- Candidates with colour blindness gave an average rating of (4.35/5).
- Candidates with ADHD and OCD gave an average rating of (4.31/5 and 4.27/5).
