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

Sep 20, 2026

Uploaded by Theodore

Game-based assessments (GBAs) are increasingly used in recruitment to evaluate transversal skills through observable behavior, but direct empirical comparisons with traditional self-report measures are limited. This study applies a method-comparison design to test convergence between self-perceived and behaviorally enacted problem-solving competence by contrasting a game-based assessment with the Problem Solving Inventory (PSI-B). Seventy-two participants completed both instruments and a five-minute game task, yielding four behavioral proficiency levels. Results show no significant convergence between self-reports and behavior-based scores, suggesting complementary rather than redundant information across modalities.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages24

Reading Time1 h 0 min

AccessFree to download

Introduction

Problem-solving as a transversal soft skill

Limitations of traditional assessment formats

Technology-enhanced recruitment and game-based assessment

arXiv :2602 .05525v3 [ cs .HC] 7 Mar 2026 Assessing Problem-Solving in HR Contexts: A Comparison Between Game-Based and Self-Report Measures Fabrizio Fornaria,∗, Eleonora Covab , Niccolò Vito Vaccaa , Francesco Boccic , Marcello Sarinid , Luigi Caputoe a University of Camerino, Computer Science Division, School of Science and Technology, Camerino, Italy bSapienza University of Rome, Department of Psychology of Developmental and Socialization Processes, Rome, Italy c Società Italiana di Psicoterapia Individuale – Adleriana, Reggio Emilia, Italy d University of Milano-Bicocca, Department of Psychology, Milan, Italy eEmaze Gaming Società Benefit SRL, Naples, Italy 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 gamebased 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 ∗ Corresponding author Email address: [fabrizio.fornari@unicam.it](fabrizio.fornari@unicam.it) (Fabrizio Fornari) underscores the value of integrating game-based tools within multi-method assessment frameworks. Keywords: Game-based assessment, Problem-solving, Self-report measures, Behavioral assessment, Personnel selection, Human resources 1. Introduction Organizations today operate in an increasingly competitive labor market, often described as a global “war for talent,” in which identifying and attracting the right candidates has become a strategic priority [51] . This challenge is amplified by the growing demand for employees who possess strong transversal soft skills (e.g., problem-solving, teamwork, communication, adaptability), which have become critical predictors of employability and long-term success [16, 8, 5, 40] . Traditional recruitment and selection methods have long played a central role in assessing candidates’ competencies and remain widely adopted in organizational practice. However, several authors (e.g. , Carless, 2009; Schmitt, 2014) have noted that these approaches may face challenges in keeping pace with evolving organizational needs and candidate expectations. Standard tools such as structured interviews, cognitive tests, and self-report questionnaires, while well-established and psychometrically grounded, have been criticized for being perceived as less engaging in contemporary recruitment contexts [42] . Moreover, prior research has highlighted a number of potential limitations, including susceptibility to response distortion, social desirability bias, test anxiety, and constraints on ecological validity [9] . In particular, traditional assessment formats may struggle to fully capture the dynamic and situational nature of soft skills, which are often expressed through behavior rather than static trait indicators [40] . Among transversal soft skills, problem-solving represents a particularly relevant and methodologically challenging construct to assess, due to its dynamic, process-oriented, and context-dependent nature. Problem-solving is a dyna

FAQs

What comparison does the study perform between the two measurement modalities?

It compares self-perceived problem-solving competence measured by PSI-B with behaviorally enacted problem-solving competence measured through a game-based assessment task.

How was participant performance categorized in the game-based task?

Performance in the five-minute game-based problem-solving task was classified into four behavioral proficiency levels.

What do the results indicate about using only one assessment modality in personnel selection?

The lack of convergence between self-report and behavior-based scores indicates that relying on a single modality is risky, and that game-based tools should be integrated within multi-method assessment frameworks.

Sep 20, 2026

Uploaded by Theodore