White Paper:

Ahead of the

gameBest practice in games, gamificationand game-based assessment

Ahead of the game

This paper distinguishes between games (which are primarily used for pre-application attraction),gamified assessments (proven psychometric instruments which have been customized with gameelements to make them more engaging) and game-based assessments (purpose-built games whichpsychometrically assess the user’s behavior while ‘playing’ the game). It includes practical examplesof each.

The paper highlights how gamified and game-based assessments can be used alongside traditionalpsychometric assessments to differentiate an organization, raise brand awareness, engageprospective talent from all backgrounds and provide a more immersive candidate experience, sorecruiters can make fair and objective selection decisions.

It emphasizes that gamified and game-based assessments must be grounded in scientifically-validated psychometric rigor and they should provide meaningful, job-relevant insights aboutcandidates.

The paper also highlights the latest research evidence in this area and it includes nine practicalsteps which will help recruiters and HR teams to find, hire and engage the best candidates forvolume recruitment, apprentice, graduate and experienced hire roles.

Executive Summary

Ahead of the game

Every employer wants to recruit the right employees. But, to do so, you first have to attract the bestcandidates and then select those who have the capability, the potential and the ‘cultural fit’ tosucceed in your organization.

Assessments have long been used to take the guesswork out of the selection process and to helprecruiters identify the most appropriate candidates in their applicant pool. Now, though,organizations as diverse as Domino’s, Delta Airlines, Google, Lego, L’Oréal, McDonald’s, PwC,Siemens, Uber and the U.S. Army are introducing games, gamification and game-basedassessments to achieve a range of objectives, such as:

Promote a modern and attractive employer brand

Attract a wider pool of talent

Differentiate their hiring process

Engage and motivate active and passive applicants

Showcase job scenarios and potential career paths

Assess the abilities and personality of job candidates

Recruit the right employees

In a poll1 of multinational HR and talent practitioners, we found that 89% would use games as partof an attraction campaign and 75% would consider using gamification and game-based assessmentsas part of their screening and selection strategy and 76% said that they would use gamificationelements as part of their learning and development. This growing interest in gamification stemsfrom a desire to increase engagement levels among employees and in the process bring morevisibility, openness and a greater sense of accomplishment into the workplace.

This paper examines the difference between games, gamification and game-based assessment. Itshows how these options can benefit your talent strategy and it includes an overview of recentresearch in this area as well as practical tips to help you choose and implement the right solution foryour needs.

Introduction

1 The poll was undertaken at a global conference organized by cut-e, in October 2016. 55 HR and talent practitionersfrom around the world were questioned.

Talent practitioners would use games in

Attraction Screening & Selection Learning & Development

89% 75% 76%

Ahead of the game

Confusion often exists around this topic, as everything tends to be bundled under the umbrellaheading of ‘gamification’. But: Games, gamification and game-based assessments areactually three different things.

cut-e can help you find the right mix of gamification and measurement elements in attraction,selection and hiring – without compromising the assessment results.

Making a distinction

Game-based assessmentsfrom Arctic Shores

Fun, immersive and with high-quality graphics, these nativeapps are designed specifically forsmartphones and tablets andcapture cognitive ability data.

These game-based assessmentsfrom Arctic Shores are distributedby cut-e.

Game-based testsfrom cut-e

Fun and fast, our web apps canbe developed to meet any need.For example, this competitionapp embeds an attentionperformance test in a footballchampionship scenario. The appprovides instant feedback afterevery action plus leadershipboard reporting at the end. Ourapps are designed for anydevice.

Optimized for attractionGreat for viral talent campaigns, widening applicant pools and employer branding.

Gamified SituationalJudgement

This web app is designed for anydevice. It combines multiplecognitive test elements withsituational judgement andpersonality assessment in acommunication game: astrength-based, highlycustomized gamified assessmentcompiling results in a singlematchscore.

Gamified assessmentsfrom cut-e

This web app allows anindividual selection of cognitiverobust assessments embeddedin a fun and engaging gamecontext. Different challenges andlevels allow instant feedback toincrease candidate engagement.Integrating this game in thebranding strategy engagesapplicants and current or futurecustomers. Suitable for anydevice.

Perfect for selection and for retaining applicants as customersPsychometric assessments in a gamified context make assessments more real and engaging.

Ahead of the game

Games

A game is a structured form of play that is usually undertaken for enjoyment or for education.Different genres exist – including strategy, action, adventure, role-playing, simulation and sports –but each will typically involve rules, goals, challenge and interaction.

Since 2010, there has been a considerable growth in the development of interactive games andvirtual simulations in the recruitment industry. These customized interactive applications are oftencompetitive, in that users compete against each other to achieve a high score. However, theirpurpose is not to ‘assess’ the players. Instead, it is primarily to engage potential applicants, toencourage them to ‘connect’ with the organization and to entice them to want to learn more aboutthe jobs that might be available.

Some games involve managing fictitious projects, undertaking specific tasks or responding tochallenging circumstances. Role plays can be included that test the player’s skills and allow them toaffect an outcome or progress to a different level through their decisions and actions.

Games such as these have been used by employers as attraction tools, particularly for graduates (whoare technologically-savvy and are often experienced video gamers). Because recruiters make thesegames freely available, they can become viral marketing tools that can help to advertise and showcasethe employer brand – and differentiate the organization in a crowded market.

Games can also help recruiters to communicate with – and build relationships with – potentialapplicants and candidates in a new and exciting way. However, all of these benefits can only beachieved with a bespoke or customized game. You’ll never truly distinguish your employer brand if youchoose the same generic game that’s used by your competitors.

Did you know:Games, gamification and game-based assessments are actually threedifferent things.

In practiceMarriott International created a multilingual hotel-themed onlinegame to attract and engage millennials worldwide but particularly inemerging markets where the hospitality industry is less established.Players assume the responsibilities of a kitchen manager and have torun a virtual hotel kitchen. The game highlights the reality of what it’slike to work in the industry and aims to motivate young people toconsider a hospitality career. It was widely promoted on socialnetwork sites such as Facebook and LinkedIn as well as on job boardssuch as Monster.

?

Ahead of the game

Customizable, gamified assessments are available and the results

can help you select the most appropriate candidates.

Gamification (gamified assessments)

Gamification usually means adding elements and features, that typically apply in games, into otherareas, such as education, marketing, communications, training and assessment.

For example, you can ‘gamify’ an existing and proven psychometric assessment, such as a logicalreasoning test – by adding a ‘cover story’ to provide context and relevance, as well as differentlevels, badges, point scoring and interaction with others – in order to make the assessmentexperience more appealing or more engaging for your job candidates.

Gamified assessments are still principally psychometric tests. As such, they are designed to capturejob-relevant cognitive ability or personality data – and they are proven and robust predictors ofsuccess. However, they have been customized to add game elements.

A range of gamified assessments are available, including gamified ability tests, gamified personalitytests and gamified situational judgement tests. The results can be compiled into a singlematchscore, to help you select the most appropriate candidates for your roles. You can also creategamified realistic job previews, which include the ‘look and feel’ of a game. With gamifiedassessments, the psychometric science comes first; you then add the game elements to create amore engaging tool.

Making a distinction (continuation)

In practice

cut-e created two gamified situational judgement ‘instantmessaging’ assessments to help a global engineering andpower systems provider to select graduates for itsengineering and management roles. Called chatAssess,these assessments simulate real-time instant messaging, inthe style of WhatsApp or Facebook messenger.

Candidates take on the role of an employee and theyinteract with different colleagues by sending and receivingtext and picture messages. The tests assess eachcandidate’s social skills, their ability to organize themselvesand their conscientiousness.

Ahead of the game

Game-based assessment

A game-based assessment is a purpose-built game that is designed to psychometrically assess ‘how’someone responds to the choices available in the context of the game. The game scenario will becarefully designed and psychometric measures will be embedded into the structure. Candidateshave to make real decisions, in specific scenarios, such as do I take a risk or not? As a result, youcan assess their behavior and measure their natural preferences and cognitive abilities – such as theirprocessing capacity and mental ability – as well as personality traits such as resilience and innovation.Whereas a traditional personality assessment relies on an individual’s ability and willingness toaccurately describe themselves, a game-based personality test measures specific personality traitswhich will be revealed by how they ‘play’ the game. Virtual reality assessments can even bedeveloped which include digitized ‘face-to-face’ role plays. However, care is needed when designingthese, as there’s a danger of becoming so preoccupied by the virtual possibilities, that you lose sightof exactly what you’re trying to measure.

In practice

Games developer Arctic Shores created a game-based assessment to help professional servicesfirm Deloitte identify apprentices, with skills in innovation, creativity and problem solving. CalledFirefly Freedom, the gaming app was designed to help Deloitte find high-potential recruits whomay not necessarily have stood out in its traditional recruitment process. In 20–30 minutes, thecandidates take part in a series of challenges that assess cognitive abilities and certainpersonality traits. The app collects over 3,000 data points, enabling a more objective and richermeasurement of each candidate’s natural preferences.

cut-e has partnered with Arctic Shores since 2016 to exclusively distribute Arctic Shores gamesglobally, outside of the UK, and to work together to develop new-style, distinctive games, gamifiedassessments and game-based assessments for pre-application attraction and candidate selection.

Game-based assessments are purpose-built or customizable games

that psychometrically assess the user’s behaviorwhile they ‘play’ the game.

Best practice tip: Define exactly what you want to measure and keep that in sight while you find thesuitable virtual reality possibility for your assessment.!

Ahead of the game

There are several advantages and disadvantages of using games, gamification and game-basedassessments in your organization. For example:

The benefits

1. They are highly engaging. The great benefit of games, gamified assessments and game-basedassessments is that they can engage and motivate active and passive applicants. They can alsodifferentiate an organization; showcase job scenarios and potential career paths; promote a modernand attractive employer brand; reduce the drop-out rate amongst candidates and ensure thatemployers recruit the best talent with the right cultural fit.

2. They’re easy to deploy. They can all be designed as fun and immersive apps, with high-qualitygraphics, for use on any device (smartphones, tablets, desktops and laptops). Instant feedback canbe provided to the player or candidate.

3. They can provide valuable data and insights. Gamified assessments and game-basedassessments can also be seamlessly integrated with Applicant Tracking Systems and candidatemanagement applications. The ‘scores’ of successful candidates can then be integrated into theorganization’s HR information system, together with other candidate data, to create useful talentanalytics.

The pros and cons of gamification

Engage your candidates and differentiate your organization.

Creating a ‘psychometric fingerprint’: the power of paradata

Paradata is the valuable information and insights that can be gleaned from ‘how’ a candidateplays a game or completes an assessment, such as their response time or the choices theymake.

In the past, assessing candidates was the equivalent of measuring footballers simply by thenumber of goals they score. Now, so much more information can be generated. For example, afootballer’s ‘heat map’ can show their movement on the pitch, whether they make productiveruns, whether they track-back etc. A similar level of analysis is now possible in assessment. Thevast number of data points that are now included in traditional, gamified and game-basedassessments gives you more information to interpret, so you can make more accurate decisionsabout your candidates.

Also, because the way each of us processes information and responds when we’re assessed isunique, it’s now possible to create a ‘psychometric fingerprint’ for each candidate. Knowing notonly what score a candidate achieved but how they went about it can help you to preventcheating and spot potential.

Ahead of the game

The potential downside

There are five potential disadvantages of using game-based assessment. These are:

1. The time involved. When recruiting staff, you need to identify and measure whether acandidate has the attributes that will enable them to be successful in the role. The ability to assessthese aspects quickly, benefits you and the candidate. One downside of a game-based assessmentis that it can take time to set the context appropriately before any assessment aspects can begin.Some games and game-based assessments take more time to set this context than others.

2. The life cycle can be short. Another downside of investing in a bespoke game-basedassessment is that, however good the game is, it can soon become outdated. Large employers maybe able to invest regularly in developing new games but others may struggle with this. Gamifying aproven psychometric instrument can be a more affordable option.

3. Some people simply don’t like playing games. Within two weeks of its launch, the free-to-play, augmented-reality game Pokémon Go had more active users than Twitter. This shows thatgames can be highly engaging for some people – but they can also be a turnoff for others. If acandidate who doesn’t like games sees a game-based assessment in your application process, theymay drop out. This has ‘equal opportunities’ implications for employers. For example, if the style ofyour game appeals more to men than to women, you can skew your applicant pool from the outset.

4. Games are only ‘fun’ when the stakes are low. When a job is at stake, a game-basedassessment is no longer fun to play. Parties are fun but if you threw a party for a group ofcandidates and told them their behavior would be assessed, the fun would soon disappear! Thesame applies to games. The point here is that you can’t just introduce a game-based assessmentand expect it to make your recruitment process more enjoyable. The outcome that you’re striving toachieve is to recruit the right candidates by making fair and objective selection decisions.

5. The ‘game’ must suit the role. Your game should have ‘face validity’. In other words,candidates should see it as an appropriate assessment for the role. A war game in which someonecontrols a drone might help you select a candidate for a job that involves controlling a drone … butit won’t help you to select someone for a customer-facing role. The game has to be designed toreflect the specific job attributes you want to measure.

The benefits Are highly engaging Easy to deploy Can provide valuable data and

insights

The pros and cons of gamification

+ The potential downside The time involved The life cycle can be short Some people simply don’t like

playing games

Games are only ‘fun’ when thestakes are low

The game must suit the role

–

Ahead of the game

Clearly, the goal is to introduce the right tool for the right purpose. Games are a good option ifyou’re looking to attract (and not measure) applicants. However, if you’re looking to assesscandidates, then gamified assessments, game-based assessments or traditional psychometricassessments – or a combination of these – can provide a viable, complementary solution that canhelp you to engage your candidates – and identify and select the right people.

Traditional assessments, gamified assessments and game-based assessments are often used involume recruitment, where the challenge is to quickly identify ‘good fit’ candidates amongstapplicants who have little experience or similar qualifications. However, each of these options canalso be used to support the recruitment of apprentices, graduates and experienced hires. When yourcompetitors are also chasing the same high-calibre candidates, gamified assessments and game-based assessments can help to differentiate your brand.

As table 1 shows, with gamified assessments and game-based assessments, the choice is betweentaking a ‘classic’ psychometric assessment and supplementing it with game elements – or creating aspecific game for the purpose of gathering behavioral data to assess abilities and personality.

Ultimately, your choice will depend on what you want to achieve. But remember, the best optionmay not involve a game or gamification at all. Traditional psychometric assessments still have astrong appeal and they can play a vital role in your organization. For example, if you are assessingfor ‘cultural fit’, your best option may be to create a Realistic Job Preview and/or a SituationalJudgement Questionnaire.

Whichever option you choose, you need to be sure that your preferred ‘assessment tool’ providesthe necessary data points to measure the required abilities, personality traits or situationaljudgement, so you can make a fair and objective selection decision.

Choosing the right option

Useful forEase of

developmentThe quality

of the resultsKey benefit

GamesAttracting applicants, asit can be easily shared

Tend to bepurpose-built

Tend not to be assessedYou’re differentiatingyour hiring process

Assessing job-specificabilities and personality

traits,via provenassessments

Easilycustomizable

Combine assessmentdata and ‘paradata’ to

provide in-depthinsights into each

candidate

You’re using provenpsychometric

assessments – butyou’re making them

more appealing

Assessing specificpersonality traits andcognitive abilities, bymonitoring how thecandidate ‘plays’ the

game

Tend to be purpose-builtbut customizable

options are available.Generic game-based

assessments should beavoided

Combine eachindividual’s responses

with ‘paradata’ todifferentiate between

candidates

You’re providing ahighly distinct and

engaging experience forcandidates

Table 1: The relative merits of games, gamified assessments and game-based assessments

Gamifiedassessments

Game-basedassessments

Ahead of the game

In this relatively new field of games, gamification and game-based assessment, it is important tochoose a partner who has the right blend of psychometric and games experience and expertise tosupport you and meet your needs. That’s why cut-e has teamed up with immersive gamesdeveloper Arctic Shores to create the next generation of games, gamified assessments and game-based assessments that will help employers to attract and select job applicants.

What’s the evidence?

Research into the impact of games, gamification and game-based assessments is in its infancy.However, there have been some promising developments which highlight their effectiveness.Deterding et al. (2011) claim that when gaming elements are incorporated into the assessmentprocess, the resultant scenarios are more realistic. As a result, candidates are more likely to immersethemselves into the ‘role’ and this can improve the quality of the measurement from the assessment.

Wozniak (2015) highlights that someone’s behavior in a game is not necessarily representative oftheir behavior in real life, because games have their own dynamics and this may affect the decisionsmade by the ‘player’. This highlights the need to ensure that game-based assessments are designedby experts. It may also influence some organizations to choose gamified psychometric tests becausethese will have been built using pre-validated assessments. Lievens et al. (2005) warn thatcandidates might be able to improve their performance in gamified assessments and game-basedassessments through repetition. In other words, their skill at the ‘game’ will improve with practice.This has implications for how many times you allow each candidate to take your assessments.However, when games are used for attraction purposes, there is no need to limit the number oftimes that people can play the game. Banfield & Wilkerson (2014) have reported on userperceptions of the ‘fairness’ of using games in an educational context. They found that gamificationcan not only enhance the perception of fairness, it can increase the motivation of the user. It can beassumed that the same applies to gamified and game-based assessments in the workplace.

A validity study conducted by Montefiori (2016) found that individuals were able to modify theirscores in a personality questionnaire by pretending to be a ‘people person’. However, they wereunable to do this to the same extent when using a game-based personality assessment. Game-based assessments may therefore be more resistant to distortion than self-reported measures. Thisagain highlights the need to choose your game-based assessments – and your traditional self-reported personality questionnaires – very carefully.

Traditional ability tests and personality questionnaires have been shown to be valid predictors of jobperformance in studies, such as those by Schmidt & Hunter (1998) and Robertson & Smith (2001).However, Hausknecht et al (2004) found that candidates do not enjoy these tests. Gamified andgame-based assessments build on research by Hamari et al. (2014) which found that humans findgames engaging and enjoyable.

Best practice tip: Keep in mind what you want to measure and be sure to choose the best gamingoption for your assessment need – bearing in mind that it might not be a game atall. !

Ahead of the game

How to make it work

1Decide on your objective. If your goal is primarily to attract applicants andexpand your talent pool or create a viral marketing tool that can be shared toimprove your brand awareness, then consider creating a game. If you want to fairlyand objectively select your candidates, by assessing specific skills, abilities andaptitudes, then consider using a gamified or game-based assessment. Remember, abroad range of traditional assessments – including ability, personality, motivation,values, integrity and creativity – are available to suit specific needs. SituationalJudgement Questionnaires and simulations can also be developed to betterunderstand how candidates will respond in real workplace scenarios. The key pointis to start with what you want to measure, then consider whether a traditionalassessment, a gamified version of an existing assessment or a bespoke game thatmeasures the desired qualities will meet your needs. A combination of thesedifferent approaches may be the best option.

Be clear about your objectives from the outset.

Games, gamified assessments, game-based assessments and traditional assessment tests can allplay a role in your talent strategy. The following practical tips should help you to identify andimplement the right solution:

2Make it yours. If you choose to use a game, a gamified assessment or a game-based assessment, then customize it to your needs. In competitive markets, whereemployers are fishing in the same talent pool, a generic instrument won’tdifferentiate your organization. Also, candidates who face the same game will getbetter at it. Their ‘measurement’ will be skewed but you won’t know how much wasdriven by that person’s ability and how much was ‘experience’. There may be ashort-term cost advantage in using a generic game but the longer-term impact, interms of damage to your employer brand, can be hard to shake off. Above all, youwant your selection process to feel ‘special’ and distinct to candidates. Remember,aspects such as the ‘context’ of a gamified assessment can be easily customized andbranded. Creating a totally new game, however, is a more expensive option.

3Conduct a detailed job analysis. If you’re looking to assess applicants for aspecific job, then you’ll need to understand what good – and bad – looks like in thatrole. Unless you undertake very effective and objective profiling, you risk bringingunconscious bias into the process. This requires occupational psychology expertiseto assess the necessary competencies and to map them to behavioral traits. Armedwith this information, a team of psychologists, psychometric experts, data scientists,technical specialists and graphic artists can customize a gamified assessment ordesign a game-based test that will provide the necessary data points to measureyour required traits.

Ahead of the game

The best assessments will be scientifically validated.

They’ll offer an immersive candidate experience and will provide

meaningful, job-relevant insights about each applicant.

4Make it fair. Your game or assessment should follow the principles of fair testing.In other words, it should give every applicant an equal chance of success, with noadverse impact. It should appeal to all candidates, regardless of their physicalability or cultural background. Candidates should not be disadvantaged if they lackcolor vision or the manual dexterity to perform well, unless these aspects arerelevant for the job. Candidates should also be able to perform equally well,regardless of whether they play your game – or take your gamified or game-basedassessment – on a smartphone, tablet, desktop or laptop. The layout and formatshould resize appropriately to display any text, image or video elements on anydevice. Ensure you partner with an expert provider who can deliver a solutionthat’s optimized for any device and that doesn’t compromise basic testingprinciples. This will require validity and reliability trials – across different devices tocheck candidate performance and completion times – to ensure your game orassessment is fit for purpose.

5Create an immersive candidate experience. The design of your gamifiedassessment should serve its purpose. Don’t include fancy ‘bells and whistles’ for thesake of it. Your candidates should be able to complete the game or assessment,even if they don’t have previous gaming experience. To avoid dropout, it should beobvious what it is measuring – and candidates should see the instrument as relevantto the job they’re applying for. The best assessments (whether traditional, gamifiedor game-based) will be grounded in scientifically validated psychometric rigor.They’ll not only offer an immersive, engaging and entertaining candidateexperience, they’ll also provide meaningful, job-relevant insights about eachapplicant.

6Know where the cut-off lies. Using the data sets from your gamified or game-based assessment, you can create a ‘norm group’ of responses and develop a ‘fitscore’ that will clearly differentiate low and high performers. This will help you toidentify which candidates are best suited to the role and to your organization.

Ahead of the game

Data integration puts all the information you need to make

the right decision at your fingertips.

7Make it scaleable. Choose a partner who can provide an underpinning platform;who has expertise in assessing the skills and attitudes you need; who can deliverreliable analytics; who can create a distinctive and culturally acceptable game – or agamified or game-based assessment – and who can administer the process acrosslocal, regional, national or international boundaries, according to your needs.

8Communicate with your candidates. If you’re making a selection decision basedon someone’s performance in a gamified or game-based assessment, good practiceis to explain to your candidates what you’re assessing and how their performancedata will be used. You may want to provide a feedback report for each candidate,showing their ‘results’. This is particularly important if your applicants are potentialcustomers, as you want them to feel engaged by your selection experience, evenwhen you’re rejecting them. If you won’t be taking a candidate further in yourselection process, outline the reasons why and explain that it isn’t because they‘failed’, it is because they don’t have the specific mix of skills or behaviors thatyou’re looking for. You have to be able to justify and validate your selectiondecisions – and you can only do this if your assessment has a sound scientific basis.

9Integrate the data. A big challenge in implementing any assessment or game is toprovide a seamless, integrated candidate experience that will add value to youremployer brand and provide you with predictive talent analytics. In other words,your traditional, gamified or game-based assessments have to seamlessly integratewith your Applicant Tracking System and candidate management system. Byamalgamating the data from the different aspects of your application process into acandidate record, integration puts all the information you need to make the rightselection decision at your fingertips.

How to make it work (continuation)

Ahead of the game

Games are a new option for pre-application attraction. Gamified and game-based assessments canbe used alongside traditional psychometric assessments to recruit candidates. They help todifferentiate an organization, raise brand awareness, engage prospective talent from allbackgrounds and provide a more immersive candidate experience so recruiters can make fair andobjective selection decisions.

To be effective, gamified and game-based assessments must be grounded in scientifically validatedpsychometric rigor and they should provide meaningful, job-relevant insights about candidates.However, games and gamification are not the only way forward. Traditional psychometricassessments may be a better option, depending on your needs – or, alternatively, a complementarysolution may be best, which combines gamified or game-based tests with traditional assessments.

Choosing the right partner will be an important success factor for any organization, as a blend ofpsychometric and games experience and expertise is required, to help identify and implement themost appropriate options.

A compelling business case can already be made for using games, gamification and game-basedassessments to find, hire and engage good candidates. As new-style gamified and game-basedassessments are continually being developed, the case for implementing them to support yourtalent strategy will grow even stronger.

ReferencesBanfield, J. & Wilkerson, B. (2014). Increasing Student Intrinsic Motivation And Self-Efficacy Through Gamification Pedagogy.Contemporary Issues In Education Research, 7(4), 291.

Deterding, S., Dixon, D., Khaled, R., & Nacke, L. (2011, September). From Game Design Elements to Gamefulness: Defining“Gamification”. MindTrek’11, Tampere, Finland.

Hamari, J., Koivisto, J., & Sarsa, H. (2014). Does Gamification Work? – A Literature Review of Empirical Studies on Gamification. 47thHawaii International Conference on System Sciences (HICSS), Waikoloa, Hawaii.

Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis.Personnel Psychology, 57, 639–683.

Lievens, F., Buyse, T., & Sackett, P. R. (2005). Retest Effects in Operational Selection Settings: Development and Test of a Framework.Personnel Psychology, 58(4), 981–1007.

McDaniel, M. A. & Nguyen, N. T. (2001). Situational Judgment Tests: A Review of Practice and Constructs Assessed. International Journal ofSelection and Assessment, 9(1–2), 103–113.

Montefiori, L. (2016). Game-Based Assessment, insight from a Tech Start-up. Presented at a Symposium/Forum on Game-basedassessment – Concepts and insight from research and practice.

Robertson, I. & Smith, M. (2001). Personnel Selection. Journal of Occupational and Organizational Psychology, 74, 441-472.

Schmidt, F. L., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and TheoreticalImplications of 85 Years of Research Findings. Psychological Bulletin, 124(2), 262–274.

Wozniak, J. (2015). The Use of Gamification at Different Levels of E-Recruitment. Management Dynamics in the Knowledge Economy, 3(2),257–278.

Conclusion

Founded in 2002, cut-e is a world leader in the design and implementation of innovative onlinetests, questionnaires and gamified assessments for attraction, recruitment, selection anddevelopment. We help employers to identify which candidates have the right capabilities, potentialand cultural fit to benefit their business. We undertake 12 million assessments each year in over70 countries and 40 languages. Articles, advice and further information about gamification andgame-based assessment – and data integration – are available at www.cut-e.com/gamification.

BRO

WPG

5457 0

4.1

7

cut-e USA345 Park Ave, 17th FloorNew York, NY 10154Phone: +1-212-935-0370Email: info.usa@cut-e.comwww.cut-e.com