The days of traditional psychometric testing have come and gone, and gaming is here to take its place in the recruitment process.
Recruiting someone to join your team is not easy. From creating the job description, to screening candidates, right through the interview process, hiring a new employee takes time, money and resources. It’s thought to take up to £11,000 to recruit an average-earning employee in the UK and this sum only increases as salaries rise and skills become ever more elusive.
Making new hires is a necessary and worthwhile expense and most employers would agree that it’s a bill they are willing to pay – but what happens when you think you’ve found the right candidate, only for them to leave (or be asked to leave) because the job isn’t right for them?
One in five employees in the UK has left a job during their probation period. While there is a lot of work to be done in the onboarding process to reduce this figure, we can also help by ensuring the candidate is a good culture fit for the business, as well as having the necessary skills and experience.
Organisations have been using psychometric testing to fill this need for decades, and although there has been some criticism surrounding the credibility and viability of these tests, they are still used by HR practitioners around the world. Psychometric testing is a useful way for hiring managers to judge a candidate’s aptitude and interpersonal skills and to determine if they will be a good fit for the business.
However, psychometric tests are not always reliable. Results can vary according to the conditions during the time the test was taken and they can be painstakingly intricate, creating a dull task for both candidate and recruiter.
We want to make sure our potential new recruits are a good fit for us – and us for them – but we also want them to be engaged. So, now we ask them to play a game.
Well, actually, it’s a gamified assessment. The ‘game’, created by Arctic Shores, allows us to get a little insight into what our potential candidates are like and, importantly, it’s fun, straightforward and easy for them to complete. We asked our existing team to play the game so that we could understand what makes a good RedRocker and then used this as the benchmark for future employees.
And it’s working. The feedback we’ve had from the interviewees indicates that they’ve had an interesting and unique experience, those that have been successful in joining us are exceeding all expectations and our retention of new employees has skyrocketed.
Across recruitment, gamified psychometric testing is being used to remove bias in the hiring process. This new technology has the potential to do what artificial intelligence has, so far, failed to do – create a more diverse workforce by anonymising the process of data capture and analysis. By decreasing the likelihood of unconscious bias based on race, gender, or even class signifiers like the school or university a candidate attended, candidates are given a fair shot at the role they’re applying for.
So, what are you waiting for? Whether you’re looking to start a career in recruitment or you’re a seasoned professional looking for a new challenge, we’d love for you to experience our fun and unique application process and find out if you’ve got what it takes to be a RedRocker. You can find out what you can expect from joining the RedRock team on our blog, or get in touch on 0117 317 1346 or by emailing email@example.com.