Search results

The use of game-based assessments (GBAs) is growing in selection contexts, yet test-takers have varying reactions to such assessments, which have important implications for applicant behavior. This paper reviews the literature on applicant reactions and explores classic assessment models in the context of GBAs, identifying best practice recommendations and pitfalls for enhancing the candidate experience.

A sample of 374 participants from MTurk completed cognitive GBAs and questionnaires regarding test-taker reactions (job-relatedness, perceived opportunity to perform, provision of selection information, face validity, task engagement, task motivation and willingness to refer others to the company), technology self-efficacy, and game/technology experience.

Fairness mediated the relationship between procedural justice rules and willingness to recommend the company to others. Technology self-efficacy was significantly related to fairness perceptions and procedural justice perceptions. Males had significantly higher procedural justice perceptions of GBAs than females.

The study underscores the importance of considering fairness perceptions and individual differences in reactions to GBAs. Future research should study participants within high-stakes hiring situations and examine other individual difference factors such as ethnicity.

GBAs are a viable assessment method for personnel selection, yet organizations must recognize that individuals are more likely to respond positively to GBAs if they perceive such assessments as fair and job-related, and perceive themselves as capable of performing well on the assessment.

This study tests a classic model of procedural fairness in a novel and timely assessment context.