Use computer-proctored gamified ability assessments as an accessible, accommodating early selection step¶

Strategy · All strategies
Evidence · 2 claims (2 for) · 1 study (1 associational), q3 · 0 of 1 report an effect size · 2 claims rest on one study

Description¶

The article recommends implementing ability assessments, following a job analysis aligning job needs with test content, to present unbiased data to hiring managers before they form impressions of a candidate. Computer-proctored gamified assessments can be taken at any place and at any time, making them highly accommodating relative to traditional screening methods such as interviews, and can signal that an organization is forward-thinking in its selection process.

Design Implications¶

Context¶

Requirements¶

• Ability assessments should be implemented following an alignment between job needs and test content via a job analysis

Constraints¶

• Organizations should weigh decisions against the risk of adverse impact for other protected classes, as cognitive-ability testing and racial differences in hiring rates are a documented classic problem

Target Learners¶

• autistic job seekers
• neurodiverse job applicants

Target Learning Goals¶

• fair, evidence-driven hiring decisions about candidate ability

Claims¶

• Autistic and general-population job seekers do not differ significantly on the Disconumbers and Shapedance game-based assessment package [+W]
• Score distributions on both game packages appear roughly equal across autistic and general-population candidates [+W]

Related Strategies¶

Examples¶

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Key Sources¶

• Willis, Colin, Tracy Powell-Rudy, Kelsie Colley, and Joshua Prasad. 2021. Examining the Use of Game-Based Assessments for Hiring Autistic Job Seekers. Journal of Intelligence 9: 53. https://doi.org/10.3390/jintelligence9040053