Gamification in Employee Selection
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What is gamification in the context of employee selection?

  • Creating entertainment-focused games for applicant evaluations.
  • The use of traditional assessment methods to evaluate applicants.
  • Conducting assessments solely through in-person interviews.
  • Incorporating game elements into non-gaming activities. (correct)

    • What advantage do gamified selection methods provide over traditional methods?

  • They rely solely on applicants' self-assessments.
  • They may reduce social desirability biases. (correct)
  • They focus exclusively on personality assessments.
  • They guarantee absolute accuracy in predictions.

    • Which statement accurately describes serious games?

  • They primarily serve as a leisure activity for employees.
  • They are always multiplayer games to assess team dynamics.
  • They are solely created for entertainment purposes.
  • They are designed with specific educational or evaluative goals in mind. (correct)

    • What is one way that gamified assessments may improve the evaluation of job candidates?

    <p>By simulating real-life job situations.</p> Signup and view all the answers

    How do gamified selection methods address the issue of applicants presenting socially desirable traits?

    <p>By making assessments more game-like.</p> Signup and view all the answers

    What role does multimedia play in gamified assessments?

    <p>It is integrated to engage applicants effectively.</p> Signup and view all the answers

    Which of the following is NOT a characteristic of gamified selection methods?

    <p>Reducing predictability of job performance.</p> Signup and view all the answers

    What is the relationship between the resilience SJT facet and the resilience scale?

    <p>It is related at a significant but mediocre level.</p> Signup and view all the answers

    What types of games can be used in gamified assessments?

    <p>Any game that can simulate realistic job scenarios.</p> Signup and view all the answers

    Which facet has the highest regression coefficient related to the HEXACO personality inventory measuring flexibility?

    <p>Flexibility</p> Signup and view all the answers

    What does the mission of the gamified assessment involve?

    <p>Indicating most and least likely behaviors to various scenarios.</p> Signup and view all the answers

    Which of the following statements about SJT adaptability is true?

    <p>It is related only to the adaptability scale.</p> Signup and view all the answers

    What statistical method was used to verify the lack of systematic variance between SJT and gamified SJT?

    <p>Confirmatory factor analysis (CFA)</p> Signup and view all the answers

    What coefficient indicates the relationship of decision-making in the SJT?

    <p>β = 0.389</p> Signup and view all the answers

    What does a high coefficient indicate about the relationship between resilience SJT facet and resilience scale?

    <p>A significant but mediocre relationship.</p> Signup and view all the answers

    How was the gamified assessment created from the SJT scenarios?

    <p>Through gamification by a professional writer.</p> Signup and view all the answers

    What was the alpha reliability of the scale used for the SJT?

    <p>0.77</p> Signup and view all the answers

    Which of the following competencies were assessed in the SJT?

    <p>Resilience and adaptability</p> Signup and view all the answers

    What was the percentage of participants with at least a bachelor's degree in the employee group?

    <p>72%</p> Signup and view all the answers

    What sampling method was initially used to gather data for construct validity?

    <p>Convenience sampling of HR practitioners</p> Signup and view all the answers

    What is the Likert scale range used for determining frequency of use in the SJT?

    <p>1 to 5</p> Signup and view all the answers

    What was the average age of the 321 business school students and graduates?

    <p>26.5 years</p> Signup and view all the answers

    What method was used to validate the content of the SJT?

    <p>Face validation and factor analysis</p> Signup and view all the answers

    What is one of the main purposes of the SJT developed in the study?

    <p>To measure decision-making competencies</p> Signup and view all the answers

    How do video-based situational judgment tests (SJTs) compare to personality inventories in terms of predictive validity?

    <p>They may lead to higher predictive validity.</p> Signup and view all the answers

    What type of data do SJTs utilize instead of self-reported data?

    <p>Behavioral data</p> Signup and view all the answers

    What advantage does an open-ended webcam SJT have over traditional formats?

    <p>It predicts job placement success better.</p> Signup and view all the answers

    What is one of the challenges mentioned regarding the assessment of soft skills compared to hard skills?

    <p>They lead to higher costs and inefficiencies.</p> Signup and view all the answers

    What additional elements have been implemented in SJTs to improve prediction of performance?

    <p>Webcam usage and video-based vignettes</p> Signup and view all the answers

    Which type of skills do SJTs particularly focus on improving during personnel selection?

    <p>Soft skills</p> Signup and view all the answers

    What did Rockstuhl et al. aim to predict by expanding the traditional SJT paradigm?

    <p>Task performance and interpersonal OCB</p> Signup and view all the answers

    Which form of representation may lead to favorable reactions from applicants in the context of SJTs?

    <p>Increased realism through video format</p> Signup and view all the answers

    What was the alpha reliability of the adaptability scale used in the assessment?

    <p>0.89</p> Signup and view all the answers

    How many items were included in the adaptability scale developed by Martin, Nejad, Colmar, and Liem?

    <p>9 items</p> Signup and view all the answers

    Which scale was used to measure flexibility in the study?

    <p>HEXACO Personality Inventory</p> Signup and view all the answers

    From whom were the insights gathered during the development phase of the SJT?

    <p>HR professionals</p> Signup and view all the answers

    What type of professionals served as experts to determine the scoring key of the new SJT?

    <p>HR professionals</p> Signup and view all the answers

    What is the range of the scale used for measuring adaptability?

    <p>1 to 7</p> Signup and view all the answers

    What was the alpha reliability of the flexibility measure?

    <p>0.74</p> Signup and view all the answers

    In the adaptability scale, what is an example item measuring ability?

    <p>I am able to think through various options.</p> Signup and view all the answers

    What is the primary aim of gamifying the assessment method discussed?

    <p>To support organizations in mapping prospective employees' soft skills.</p> Signup and view all the answers

    Which of the following is NOT listed as a key competency for employability?

    <p>Creativity</p> Signup and view all the answers

    Which gamification design principle relates to providing immediate rewards?

    <p>Feedback</p> Signup and view all the answers

    What commonality exists between game-based learning and gamified assessments?

    <p>Both employ common gamification principles.</p> Signup and view all the answers

    Which of these game elements is listed as a mechanism for engagement?

    <p>Avatars</p> Signup and view all the answers

    Who reviewed previous studies concerning the application of gamification in education?

    <p>Dicheva et al.</p> Signup and view all the answers

    Which aspect differentiates game-based learning from gamified assessments?

    <p>Gamified assessments primarily aim to motivate not to measure.</p> Signup and view all the answers

    What is a suggested benefit of using gamification in assessments?

    <p>It can assist in identifying employee soft skills.</p> Signup and view all the answers

    Study Notes

    Gamification in Employee Selection

    • Gamification is attracting more attention in organizations for employee selection
    • It is a novel and promising approach to attract and select employees
    • The study explores the construct validity of a gamified assessment method developed using situational judgment test (SJT) methodology
    • The findings support the use of game elements in traditional assessments for evaluating soft skills
    • The study contributes to research on gamification and employee selection, particularly the validity of gamified assessments for evaluating soft skills
    • Gamified assessments can improve hiring decisions by reducing the inferential leaps inherent in traditional methods
    • Gamified assessments may simulate real-world situations, reducing the tendency to fake or answer socially desirably
    • This may enhance prediction of job performance

    Introduction

    • New technologies, like gamification, are attracting attention in talent identification
    • Serious games are designed for specific purposes beyond entertainment
    • Gamification integrates game elements into non-gaming contexts, such as workplaces
    • Gamified assessments can incorporate multimedia and different game styles
    • Gamification aims to improve applicant reactions and job performance prediction.
    • No published studies have examined the effectiveness of gamification in recruitment/selection.

    Gamification in Employee Selection

    • Gamified selection methods assess skills, abilities, and other characteristics (KSAOs) for predicting job performance
    • Gamification might enhance engagement and a positive organizational image.
    • Gamified assessments can reduce faking and provide better information on candidates.
    • Gamified assessment tools can extract more accurate behavioral information than personality questionnaires
    • Candidates may be less likely to distort answers due to the game's interactive nature.

    Development of Gamified Assessments

    • Identifying core competencies is crucial in gamified assessment design, especially for graduate trainees and entry-level positions.
    • Common skills include decision-making, adaptability, flexibility, and resilience.
    • Gamification uses the fundamental principles of engagement, feedback, process, freedom of choice, and storytelling.
    • An adventure storytelling SJT format may enhance applicant interest and generate realistic responses

    Method

    • 20 experienced HR professionals participated in interviews during SJT development
    • 7 HR professionals acted as experts on the scoring criteria.
    • A group of 8 professionals validated the SJT for face validity
    • The validation sample comprised 321 business school students/graduates, 61% female, with an average age of 26.5
    • A further 410 employees/job seekers (46% female) with an average age of 29 years old participated in a replication study.
    • Resilience, adaptability, flexibility, and decision-making were measured

    Study 1: SJT Development and Construct Validity

    • The study aimed to establish the construct validity of a developed SJT measure for measuring resilience, adaptability, flexibility, and decision-making
    • The validation process included face validity, item generation, and content validation through experts and critical incident methodology
    • Construct validity assessment was conducted through factor analysis, assessing convergent and discriminant validity

    Study 2: Confirmatory Factor Analysis and Replication Study

    • A gamified assessment version was developed and validated using a larger sample of 410 test-takers
    • The study aimed to establish the construct validity of the gamified SJT
    • Multiple group comparisons were made to ensure the results were consistent with the initial study sample
    • Measurement invariance tests were executed to identify structural equivalence and reliability between the two assessment formats

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    Related Documents

    Gamification in Employee Selection (2019 PDF)

    Description

    This quiz explores the innovative use of gamification in employee selection processes. It examines the construct validity of gamified assessments developed through situational judgment tests and their effectiveness in evaluating soft skills. Discover how gamification can enhance hiring decisions while simulating real-world scenarios.

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