A comparison between games and traditional assessments

Four reasons why games provide more reliable and objective results.

Neuroscientific games are relatively new in a hiring setting, developed to improve the value people get out of assessing potential hires. There are four ways in which games improve the value of assessments, compared to traditional assessments, such as personality questionnaires.

Social desirability 

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. Personality questionnaires, in contrast to games, present all possible items to the individual, which enables people to decode and identify socially desirable results. 

Stimulated behaviour

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.

Cultural bias

Gamified assessments reduce cultural bias in two ways.

In traditional tests, much text is often used. Words can be interpreted differently based on your cultural background. Personality questionnaires can therefore be wrongly interpreted when not taking cultural differences into account. Gamified assessments limit the usage of text. 

Also, as mentioned above, social desirability is much easier to achieve in traditional tests. Social desirable behaviour, however, is different for different cultures. For example, workplace behaviour and hierarchy can vary significantly, based on the cultural roots of a company. Therefore, people with different cultural backgrounds will likely provide different socially desirable answers. 


Gamified assessments are more attractive to candidates and consequently more enjoyable to take part in, which contributes to a better Candidate Experience. However, it’s important to emhpasise 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. 

Our games are adaptive, meaning that the level of difficulty of each game depends on your performance. The game always tries to reach your maximum level, in order to assess your 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.