The new standard in hiring. Games.

A revolutionary approach to revealing true potential, resolving the flaws of traditional assessments.

Game-based

A game-based format instead of a multiple-choice questionnaire, to resolve the flaws of traditional assessments.

Researched & validated

Based on decades of academic literature on cognitive and behavioural neuroscience, peer-reviewed tools and extensive validation studies.

Cognition & behaviour

Measuring cognitive abilities and behaviours, which have proven to be the strongest predictors of job performance, in contrast to CVs.

Still working with traditional multiple-choice questionnaires? You might want to reconsider.

Here’s why.

Traditional assessments.

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Stressful

Traditional tests cause stress and anxiety, which disadvantages minority groups and stimulates dropout. 

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Socially desirable & self-report bias

In a personality questionnaire candidates can easily pick the most desirable answers. Also, human beings aren’t capable of accuratly evaluating themselves.

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Trainable

Practicing common cognitive tests (figure series, pattern recognition, etc.) wrongfully improves the results.

 

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Culture bias

Cultural background influences self-reporting as people from different cultural backgrounds have different ways of expressing themselves and interpret words differently.

Game-based assessments.

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Immersive

Games are immersive and enjoyable, which limits the interference of stress. Equalture’s games are rated 4.6/5.

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Non-manipulable & observational​

Instead of asking candidates to describe themselves, games observe their unconscious behaviour, which prevents the interefence of social desirable behaviour.

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Non-trainable​

Candidates cannot practice the games upfront and the hundreds of measurements are unknown when completing the game.


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Bias-free

Games don’t rely on self-reporting and limit the use of text, which prevents culture bias.

Measure what's most predictive of job performance.

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.

Behavioural assessments

The term behaviour generally refers to the way in which someone behaves 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.

Smart for your company. Fair and cool for your candidates.