Are PSGs becoming the cornerstone to digital recruitment?

Different jobs require candidates to fulfill additional requirements, and beyond applications, CV submissions, and possible digital recruitments or face-to-face interviews, other strategies have started to take growing prevalence. While PSTs (Problem-Solving Tests) have become familiar and regular across multiple job application processes, a new recruitment style has become prevalent. Different industries and organisations are trialling it.

What possible tests or checks could a recruiter do throughout an application and screening process?

• CV and Cover Letter screening

• Face-to-face or Digital Interviews also include one-way digital interviews.

• Phone interviews

• Online checks- this can include your social media and LinkedIn profiles

• Checking References

• Using ATS systems (Applicant tracking systems)

• This can include various testing, including situational judgment, problem-solving, and case study interviews and testing.

• Assessment days and assessment centers

• Trial and shadowing day

Some of these forms of testing are relatively new, and others have been put in place in recruitment strategies for a very long time. Recruiters have used PSTs to reduce bias firstly, but also to see what different skills a candidate has that would make them the most suitable for a role. There are now multiple formats of PSTs that can check for reading, writing, numeracy, data handling, data reporting, and much more.

There are many benefits to PSTs, and here are some of them:

• See how well candidates work under pressure

• Their ability to think outside the box

• See levels of analysis and interpretation skills

• Ability to explain and draw conclusions from data

• Unbiasedly testing cognitive ability

Some of the drawbacks of PSTs

• It could be more useful for assessing interpersonal communication skills, though it can evaluate other communication skills.

• PSTs may not be capable of testing for soft skills [such as communication skills, emotional empathy, social skills, and more]. There still needs to be an accurate test for these skills, and there is the question of whether this type of test is the best for judging social skills in a candidate.

• Depending on where a candidate has to fulfill testing requirements, there may be early judgment on a candidate with better interviewing and communication skills.

Moving on from PSTs, a new strategy is starting to take more and more prevalence, and certain companies are replacing PSTs. PSGs are problem-solving games, where instead of a standard testing format, candidates are asked to play certain games to assess their critical thinking, amongst other skills. This phenomenon has become known as the gamification of recruitment, looking at how the rising gaming can be used to assess new candidates.

A question needs to be addressed: Are PSGs better than PSTs?

As problem-solving games are built to assess skill and strategy, one of the overarching benefits is that it does not feel like a test, which means that you may be able to immerse yourself into the world of the game you are in. This can be beneficial if a candidate is a casual gamer as a hobby. However, it may also be essential to note that some candidates may be advantaged over others if they are gaming more regularly. To rectify this issue, there are detailed explanations, tutorials, and games that can be universally understood and completed by all candidates who get to that stage.

One of the most significant benefits, as already discussed, is that gamification is a step away from test formats, which means that in real-time activities such as gaming, candidates can demonstrate all of their skills. Also, the fact that the testing format is now a game means that there is less of an onus on candidates to prepare for the tests, which means that they may be on more of an even playing field when assessing cognitive abilities, so there is the argument that gamification helps bring out more ‘natural’ abilities so to speak.

However, it may not be easy to do adequate numeracy and literacy testing that is required for specific jobs; it is possible that software is yet to be developed. Still, on the other hand, traditional testing formats may be more effective.

With advantages and disadvantages to this new digital recruitment testing strategy, it is an exciting era watching how the advancement of technology is making for new methods to test people’s aptitude for a job.

Here at DJM, we aim to make our content as accessible as possible, so alongside this blog, there will be a podcast for those who want or need audio materials. Watch this space for the podcast coming out later this week!