Can a computer game lead to a job? Yes it can; gamified aptitude testing offers a more fun way to conduct a recruitment process, helps find the best candidates, and increases diversity.
"You could say that we use conventional tests - only we place them in a different context. It gives candidates a more positive experience and can provide us with better data on the individual's personality," explains Anna Gulliksen, Head of Talent Management and Recruitment in TietoEVRY's HR department.
Candidates are given a link to a test which they can download on their tablets or smartphones.
"The first stage measures candidates' general problem-solving abilities and their ability to make decisions based on figures and statistics," Anna explains.
"No, there's no evidence to suggest that people who have played computer games have an advantage in our tests; everyone has the same chance to succeed. The environment and context should resemble the playful aspect we experience from computer games, but what we measure is cognitive ability and abstract thinking."
The fact that TietoEVRY is the first in the Nordic region to test gamified aptitude testing on a large scale makes it even more exciting. We use the method in recruitment processes for our graduate programme, among other things. A total of 1,400 applications to five different locations in Norway and Sweden resulted in 100 new graduates who are due to start in September. 40% of them are women.
"It's really important that we have a process that is objective, fair and unbiased. We individuals are always subjective, so we must be able to weigh up for that by using objective tools. These tools generate diversity in terms of both nationality and gender. Our recruitment processes should be positive experiences for candidates, and gamified aptitude testing contributes to that," says Anna.
According to IT&Telekombranschen, in 2022 there will be a need for 70,000 new services in the IT industry. There are also signs of an increasing need for people with IT skills combined with industry-specific expertise. For example, this could mean a need for IT know-how combined with healthcare or teaching.
"Using new technology and innovative solutions in our recruitment processes make us stand out from other employers. We know that candidates appreciate it; 95 per cent found the process a positive experience and 90 per cent said it strengthened our brand," says Anna.
Many in the industry have been curious about the method, so Anna Gulliksen was invited to talk about it at the Stockholm Talent Summit, a conference on future recruitment arrange by Företagsuniversitetet. To give a good picture of the experience, she brought along some participants from the graduate programme who had completed the test.
"It's all about using new technology as an aid to finding the right talents. We want to attract, recruit and retain them," says Anna.