Gen Z Talent Selection: All fun and games?Christina Norris-Watts, PhDHead of Selection Assessment & Competencies
May 2021
Note: No information presented here should be taken as an endorsement of any particular products or assessment.
Making Headlines
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Understand what is out there
But, what is Gamified Assessment?
Algorithmic Assessment
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Selection assessments should always help us hire the right person and maximize on-the-job performance. But to achieve that goal, they can look (and feel) very different from each other.
Gamification
Written assessments: Feels like a test. Questions are based on a model of personality. Cognitive ability questions are right or wrong
Traditional AssessmentsSimulations: Virtual Day in the lifeGames: Still feel like an assessmentWritten assessment: Sleek, still answering questions, maybe via text
Gamified Assessments
Game-based AssessmentsGames: Feel like a video game. Scoring can be based on HOW you play the game and game results.
Selection Assessment Spectrum
• Usually mobile-compatible
• Items may be dynamic
• Sleeker and more visually appealing
• Paperless assessment centers, chat bots
What do we mean by gamified assessment?
• Assessment embedded within mini-games
• Feels like a video or mobile game
• Score based on right/wrong OR how you play
• Most engaging
What do we mean by game-based assessment?
Evaluating Gamified Assessments
Innovative and effective
approach to assessment
Consistent and engaging approach to gather data to predict job performance
Be ahead of the curve
External Shift to Gamified Assessment
We must stay ahead of the trend
Critical we validate our decisions based on science vs popular demand
Positive candidateexperience
Want to have a consistent and effective candidate assessment experience
What are we trying to achieve?
Why is it important?• We need the ability to assess early-talent candidates
consistently against skills and capabilities for JNJ• We also need an engaging assessment strategy that will
improve our brand and student experience
Extent to which assessment scores are:
• Accurate• Reproducible• Consistent
Reliability
ValidityExtent to which assessment measures:
• What it claims to measure
Adverse ImpactExtent to which assessment appears neutral, but:
• Has a discriminatory, disproportionately negative effect on a protected group (e.g., race, sex, etc.)
Particular concern for cognitive ability assessments
Candidate Reactions
Extent to which candidates react positively or negatively to assessment or perceive it be to fair
Data-driven and predictive
Meritocratic and inclusive
Candidate-centric
Determining Assessment Quality
Validity
Customizability
D&I
Cost
Time
CandidateExperience
Game-based Assessment Development & Differences
CriteriaVendors use different approaches when developing assessments
Reporting
Fairness/ Bias
Big Data Approach
Big Data Approach: analyze relationship between a group of variables and job performance
Theory-Driven Approach
Theory-Driven Approach: use psychological theories to identify & measure variables that should be
related to job performance
May not be appropriate for every role, level or purpose
May be unfair and adversely impact some candidates based on age, gender or some other protected category
Are developed in a variety of ways, sometimes without the guidance of assessment experts
May not create a positive candidate experience, despite claims they do
Gamified or game-based assessments:Caution
Lessons Learned
Gamified assessments are not magic. We are still trying to predict future job performance.
Set your boundaries
It will not eliminate all bias
It will not eliminate (the need for)
recruiters
• It will not perfectly predict job
performance
Tips and tricks
• Approach key internal partners before they approach you (e.g., Talent Acquisition, D&I)
• Have a clear point of view and communicate your assessment strategy
• Ensure your gamified strategy aligns with your overall assessment strategy
• Build strong relationships with your internal stakeholders AND with assessment vendors
Do
• Do not underestimate how difficult these can be to explain
• Do not get trapped in the weeds; but do get to know every weed
• Get caught off guard or be the last to hear about a new assessment*
Don’t
*Note: This is almost inevitable.
Video Interviews
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Thank you.