Assessing Problem-Solving in HR Contexts: A Comparison Between Game-Based and Self-Report Measures

TL;DR

This study compares game-based and self-report measures of problem-solving in HR, finding they provide complementary information and emphasizing the importance of multi-method assessment approaches.

Contribution

It provides empirical evidence on the lack of convergence between behavioral and self-report problem-solving measures, supporting their combined use in HR assessments.

Findings

No significant correlation between self-report and behavioral scores.

Game-based assessments offer unique, complementary insights.

Highlights risks of relying on a single assessment modality.

Abstract

Game-based assessments (GBAs) are increasingly adopted in recruitment contexts as tools to assess transversal skills through observable behavior. However, empirical evidence directly comparing game-based behavioral indicators with traditional self-report measures remains limited. This study adopts a method-comparison approach to explore the convergence between self-perceived and behaviorally enacted problem-solving competence, comparing a game-based assessment with the Problem Solving Inventory (PSI-B). Seventy-two participants completed both the PSI-B and a five-minute game-based problem-solving task, which classified performance into four behavioral proficiency levels. Results revealed no significant convergence between self-reported and behavior-based problem-solving scores, indicating a lack of convergence between the two measurement modalities. Rather than indicating a lack of validity of the game-based assessment, these findings support the view that self-report and behavioral measures provide complementary information about problem-solving competence. The study highlights the risks of relying on a single assessment modality in personnel selection and underscores the value of integrating game-based tools within multi-method assessment frameworks.