What are neuro assessment Games?

Why Equalture embraces gamification to level up your hiring process.

Neuro assessment games are a replacement for traditional assessment methods, using gamification to create a better and more objective view of candidates in the hiring process. 

The neuroscientific games are relatively new in a hiring setting and developed to improve the value people get out of assessing potential hires. These games are based on neuroscience, focusing on the brain and its impact on individual behavior and cognitive function.

Unlike traditional assessment methods, neuro assessment games allow you to gain insights into the unconscious behavioural and cognitive processes of individuals.

Overview of the traits that Equalture's predictive hiring software measures: problem-solving skills, prioritisation, flexiblity, adaptability, risktaking, workload, conscientiousness and emotional control.

Equalture offers seven neuroscientific games, that each measure different cognitive abilities and behavioural traits.

Check out our science page to find out more about how our games measure cognitive abilities and behavioural traits!

Why neuroscientific assessments provide more reliable and objective results

Using neuro assessment games you get an objective overview of the candidate’s cognitive capabilities and behaviours. Allowing you to make a decision based on data that has an impact on this person’s performance over gut feeling decision making.

Reduction of Cultural Bias

Cultural bias is the interpretation of situations, actions, or data based on the culture in which the person grew up in.

One of the ways cultural bias outs itself is in linguistic interpretation, traditional tests use words to set up question settings, explain situations, etc. The interpretation of these words may vary depending on the cultural background of a candidate. Personality questionnaires don’t make a distinction between the candidate’s different backgrounds and may interpret the results wrongly.

With gamification the usage of text in the assessment is minimal, avoiding cultural bias.

Elimination of social desirability

Social desirability is a type of bias that is the tendency of survey respondents to answer questions in a manner that will be viewed favorably by others.

Personality questionnaires for example present all possible items to the individual, this enables people to decode and identify (perceived) socially desirable results. 

Gamified assessments are tailored to each individual by letting artificial intelligence calculate the person’s abilities and behaviour.

Based on this calculation, the game solely presents items that are fitting to the person’s abilities and behaviours.

Measuring unconscious behaviour

Gamified assessments offer direct (conscious) outcomes and insights in the unconscious behaviours of the candidate.

In fact, 95% of the decisions a person makes every day, also at work, are the result of unconscious behaviours.  When you make a gesture automatically without thinking about it, this is an example of unconscious behaviour.

Traditional assessment methods focus purely on measuring the outcomes of conscious behaviours, what is the outcome of, solve x, etc.

Gamified assessments create an environment and atmosphere that directs a person’s attention away from the feeling of being assessed, thus reducing anxiety and contributing to more unconscious behaviours. 

How do neuro assessment games contribute to a better candidate experience?

Attractive to candidates

Gamified assessments are more attractive to candidates and consequently more enjoyable to take part in, which contributes to a better Candidate Experience.

The games take away the feeling of being assessed, thus reducing the stress levels and anxiety that participants might experience during traditional assessments.

It is important to emphasize that an increased attractiveness doesn’t mean that games eliminate experiencing stress entirely, as we also measure traits such as workload handling, which require testing for dealing with stress.

Adapting to the candidate

Our games are adaptive, meaning that the level of difficulty of each game depends on your performance.

The game always tries to reach the candidate’s maximum level, in order to assess potential.

This means that, especially with time- and speed-related games, there will always be a point in which you ‘fail’. However, this does not indicate poor performance in this game. The more difficult it gets, the better someone performs. This is also communicated in our FAQ for candidates who have taken part in the assessment.

Ease & location independent

Depending on the selection of relevant games for your open position, the games take between 5-20 minutes for the candidate to complete. 

The games are available in an online environment, allowing the candidates to take the test whenever suits them best. Reducing possible objections people have to perform the assessment. Moreover, the online environment allows the participants to pick the date and time in which they perform best (evening people, we hear you!).

More on Candidate Experience

The feedback we receive from candidates

We can of course tell you why a gamified application experience is improving candidate experience, but even better would be to read for yourself what the candidates say: