Make your hiring process Fun, interactive and

time-saving.
Are you still hiring with the old age assessment methods?

Imagine you are the HR head of an Organization and the year is 2011. What were the steps you
used to follow to hire a candidate?

These ones, right -

1. Application

2. Resume screening

3. Screening call

4. Assessment test

5. Technical round

6. In-person interviewing

It is 2021, but still, you are following this same procedure with boring assessment when hiring
becomes all fun with Game based assessment.

Acc. to Forbes, an organization gets an average of 10,000 Job applications per year.

It is a hectic and time-consuming procedure and while going through thousands of applications.
Sometimes you miss a good candidate too.
When every department is getting advanced with the help of new technologies, why is HR not
adapting new assessment methods?

Now the time has come to make the hiring process easy and fun for recruiters and candidates.

What is game-based assessment, and why it is important

Game-Based assessments use gaming technology to help assist employer decisions during
their recruitment processes. They form part of the puzzle about how suitable you are for the role
and company.

GBA’s measure skill set in a fun manner and place you in a ‘day-in-the-life’ experience

But still, the question is why we need to switch on Game-based assessments.

GenZ is coming as a candidate & we all know They are heavily influenced by technology, and
it’d be difficult for companies to hire tech-savvy people using old-aged & Boring processes.

To stay ahead of time,companies need to upgrade their hiring process.

CHROs need to get their workplace AI ready to be prepared & stay ahead of the competition.
The battle to recruit the right talent remains one of the top challenges and will continue to
become fierce with changing HR trends and technology disruption.

1) Increases candidate engagement

A game-Based assessment is remarkably more engaging than a traditional psychometric
Assessment. Some organizations experienced an 80% decrease in dropout rates with GBAs
Candidates are generally more likely to complete a short series of games than a lengthy test
and are more likely to enjoy the experience.

2) Zero chance of unfair means

With the Game-Based assessment Hiring process, assessment data is objective, which
eliminates the chance of bias that may arise from subjective interpretations of a resume, letter of
recommendation, biographical information, or interviews.

GBAs comprise Machine learning Technology which provides increased predictive validity & a
more accurate picture of how a candidate will perform in the job.

3) End-to-End Management of your Recruitment Drive

A well-designed selection process is critical for sustainable and scalable talent identification,
and it allows recruiters to leave a lasting positive impression on applicants.

Game-based assessments convey a fresh and dynamic employer image. The enhanced
candidate experience creates an essential competitive edge for companies in an increasingly
global war for talent.

Some of the prominent use cases of Game Based Assessment

MNCs Like Unilever, P&G, Shell, and Coca Cola get Millions of Job applications. Going Through
Every application is not possible, so they started using AI-Based Game Assessment to handle
this situation.

After using these Game-Based assessments, they saw some tremendous benefits from it i.e.

Unilever is a consumer goods company with over 400 brands and employing around 170,000
people globally. They recruit 30,000 people a year and receive around 1.8 million job
applications too.

Keeping in mind every application requires coordination, filtering and interviews; this is a
massive job even for a big company like them

Unilever has saved around 70,000 hours of interviewing time and application processing by
streamlining its recruitment process with AI centric Game based assessment technology.

Unilever - narrowed their applicants from 250,000 to 3,500 people – all of whom were invited to
assessment centers.
Games are inherently engaging, typically resulting in improved focus by the candidate on the
assessment. The dropout rate decreased up to 2X, and the whole Hiring process became
speedy & easy.

Procter & Gamble(P&G) is an American consumer goods giant specializing in a wide range of
personal care and hygiene products.

They wanted to transform the hiring process to embrace technological advances in candidate
assessment, to increase completion rates and engagement. Retain high validity and fairness
standards.

P&G chose to deploy smartPredict, Aon’s gamified Assessment. shorter assessments so

candidates spend less time. Higher completion rate of the assessments. Strong, positive
candidate feedback on the assessment.

The results they got were amazing, P&G saw a 300% increase in favorable employee
outcomes (e.g. performance, potential, retention).

With the help of Assessment they filtered applicants who would be comfortable with the
environment of the organization. They were able to make offers to 80% of the candidates
because of Identification, Mapping & Sourcing of Potential Talent.

Their Offer acceptance rate is increased upto 11%

Another case is one of the Largest Automobile Manufacturer’s of India.They were struggling
with the Hiring of Good Territory managers for specific competencies to do their Job in a better
way.

They already had Traditional assessment for that but,the issue was Candidates were reluctant
to that and there was stress amongst them for it. So they wanted an assessment which is
engaging and fun to complete.

They chose Armezo’s Gammezo assessment because it offered the most neutral & engaging
assessments. It divided competencies in different categories and developed the assessment
accordingly. On the basis of scores & Development Plan the participants were categorized into
different program baskets.

They asked questions indirectly to avoid the risk of manipulation and because it was in the form
of games, participants were motivated to complete the assessment in a stress free environment.

One more case in this List is A professional services firm wanted to ensure that they were hiring
graduates who had the right skills and were a good ‘fit’ with the organization, to be able to help it
continue to grow in the future and make sure they will be comfortable with the organization’s
Environment.

They wanted to:

• Increase the efficiency and validity of their hiring process

• Decrease unconscious bias and increase the diversity of candidates moving through to
interview.

• Improve their employer brand by enhancing the candidate experience with the use of best
practice recruitment technology.

The employer Decided to approach towards GBAs to help them improve their recruitment
process by incorporating assessments that would help them achieve their goals. Before
deciding which candidates to interview, they asked all candidates to complete three
assessments: Cognify, Workplace Alignment Assessment (WAA), and Emotify.

The firm immediately noticed large improvements in the efficiency of their recruitment process
due to the higher caliber of candidates reaching the interview stage.

Their recruitment team and hiring managers were able to spend significantly less time on
previously time-consuming interviews, with a decrease of 2-3 hours for each hiring manager and
a total of 115 interviewing hours saved

Now you have understood the importance of Game-Based assessment hiring for future
growth.

Adopt Game-Based Assessments for the hiring process of your organization!!!