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

3

Understand what is out there

But, what is Gamified Assessment?

Algorithmic Assessment

5

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

Oct 22, 2019; Washington Post

Apr 12, 2020; HBR Blog

Jan 19, 2021; Fortune

Facial AnalysisFeb 28, 2018; Inc

Nov 6, 2019; Washington Post

19

Nov 27, 2020; New York TimesFeb 22, 2021 Google Search Results

20

Thank you.