Many organizations are using C-Factor as pre-screening and assessment tool, it has truly digitized and gamified the HR recruitment processes. Different giants like PTCL, Nestle, Abu dawood, Khaddi and so on are gamifying their recruitment process.
Type: Psychometric Time Bound: YES Question Type: MCQs
Gamification is transforming the traditional ways of recruitment and provides organizations with deep and unbiased insights on candidates. C-Factor is making whole process based on data driven by Artificial Intelligence. C-Factor is now placed as the biggest gamified recruitment platform in Asia. Various scenarios are gamified to judge candidate to judge candidate’s situational judgment, cognitive ability and aptitude. The aim of the game is, to help recruiters get from point A to point B, as fast and as safe as possible.
C-Factor measures following\measures following traits:
The platform has digital gamified simulations in which people encounter real work situations and are assessed on their ability to navigate the workplace, its myriad of challenges and as a result are able to predict their performance in the organisation. Essentially, C-Factor has digitized and gamified the first step of the recruitment process and has made it possible for companies to:
This is an effective vetting process for recruiters – often applicants can look good on paper but might not deliver in the practical sense. Hiring managers can use techniques to test candidates’ skills by constructing various situations focused on highlighting specific traits that would otherwise be difficult to check.
All organizations have their distinct cultures and values, and each business and function needs different skills of judgment, cognition and aptitude. In game you are presented with certain situations to measure your response out of four options in several situations that one can encounter on workplace. It includes situations like:
HR looks for distinct personality and intellect traits in candidates for specific position, thus scenario based testing lets them match profiles of candidates with the desired criteria. Additionally, introducing ‘game elements’ can give recruiters a chance to assess full profiles of candidates and help determine characteristics such as their drive for innovation, their capacity to perform under pressure and their ability to problem solve.