Game-Based Assessments. The new standard.
A revolutionary approach to understanding talent, resolving the flaws of traditional assessments.
In a nutshell.
4 mini games.
15-35 minutes to complete, depending on the number of games selected. We will help you select the right games
Game-based.
Game-based assessments, based on decades of neuroscience, to resolve the issues that traditional tests and questionnaires suffer from.
Cognition and behaviour.
Measuring cognitive abilities and behaviours, the most predictive candidate characteristics for work performance, focusing on potential over experience.
Behavioural assessments
The term behaviour generally refers to the way in which someone behavies in response to a particular situation, how they act or conduct themselves, and how they interact with others.
A person’s behaviour defines how they will interact in the workplace. Having these insights helps to understand which responsibilities/tasks fit someone, how a person can be coached, and how they will behave in a team setting.
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 how people interact with others, their working style, and what kind of work environment they like.
Yes, behaviour has proven to be a significant predictor of work performance, with a correlation of 0.45 (source).
In contrast to that, the predictive power of a CV is very low:
- The correlation between education and job performance is 0.10;
- The correlation between work experience and job performance is 0.16.
Cognitive assessments
The term cognitive ability/General Mental Ability (GMA) generally refers to the capacity to mentally process, comprehend, and manipulate information—in short, the ability to learn. For example, solving complex problems, reason analytically or adapting to changing circumstances. Cognitive abilities largely constitute what most people intuitively call intelligence.
Cognitive ability is important to test for two different reasons:
- Focus on learning/potential. We are in a constantly changing labour market. According to the World Economic Form, in 2025 85M jobs have disappeared that we still had in 2020. In contrast to that, 97M new jobs will arise. This means it will get impossible to screen candidates based on previous experiences, while learning ability will get more and more important.
- Predictive power. Cognitive ability has a correlation of 0.65-0.74 with job performance. This is 7x higher than education and 4.4x higher than work experience.
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 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).
Yes, cognitive ability/GMA has proven to be the most significant predictor of work performance, with a correlation of 0.65-0.74 (source).
In contrast to that, the predictive power of a CV is very low:
- The correlation between education and job performance is 0.10;
- The correlation between work experience and job performance is 0.16.
Try out one of our games.
Don't accept the flaws of traditional tests any longer.
Leverage the benefits of game-based assessment, instead of a traditional multiple-choice test.
No Practice Effect.
Practicing common cognitive tests (figure series, pattern recognition, etc.) improves the results, while it’s important to measure innate traits (source). That’s why candidates cannot train for games.
No Self-Report Bias.
In a personality questionnaire, the candidates are asked to evaluate themselves. However, people cannot accurately assess themselves (source). Therefore, games observe instead of ask.
No social desirability.
In a personality questionnaire, candidates pick the most desirable answers (source). That’s again why games observe instead of ask.
No culture bias.
Social desirable behaviour differs per culture, and words can easily be interpreted differently (source). Games prevent social desirability and limit the use of words, which prevents culture bias.
''Heura Foods' hiring process has become fresh and innovating.''
Equalture allows us to get a very complete picture of our candidates’ cognitive skills and behaviors, without biases or preconceptions. We also love their insights about practical applications of individuals belonging to each bucket and the kind of environments they might perform better.
It also really helps us look beyond the CV and uncover the potential of more junior candidates or candidates coming from a different industry/ background.
MARIONA SERRA PALOMARES, HR BUSINESS PARTNER AT HEURA FOODS
