mobile-gameAs a senior HR professional, you may well be interested to hear that the next generation of psychometric testing has arrived.

Online applications and standard psychometric questionnaires ask you to describe yourself against a fixed set of pre-defined questions, but don’t give you a chance to demonstrate how you truly react to different situations. At Jurupa we’ve teamed up with a new innovative psychometric gaming provider to offer you something new and exciting for your candidates that will allow you to get a closer picture of how your candidates behave and react.

Bringing personality profiling into the 21st Century makes it easier to get real insight into candidates by analysing the way this new software looks at thousands of data points to build up an in depth picture of what makes candidates tick. This is achieved through a series of games, where each one is focused on a specific group of traits. The games are developed by a team of psychologists and game developers to assess your Innovation Potential, that is, your propensity and ability to generate unique and more effective solutions to old problems.

mobile-game2There is no right and no wrong profile; being highly innovative may be necessary for some jobs but detrimental for others, so scores are not considered for their absolute value but only relatively to other parameters.

Also, your actual game scores are not considered for your psychometric profile. They are based on assessment of minute and stable differences in reaction time, decisions and performance variations. So whether you the player frees ten or a hundred fireflies, or whether they played once or many times, your digital fingerprint will be intrinsically the same.

The traits being measured

Your innovation potential is your propensity to produce novel, unique and more efficient solutions to problems. In other words, it is the practical side of creativity that enables individuals to generate original yet functional ideas for products and processes. This trait discriminates between people who are likely to initiate innovation and change in the work place and individuals who prefer working within a more conventional and stable role. There are five key traits that we look at to assess your preference to be innovative or conventional. They are described below.


Working Memory:

The amount of data you naturally handle at any given time. Working memory determines how many pieces of information you consider whilst solving problems.


Risk Propensity:

Your willingness and natural desire to do things that may result in a loss or a cost. Risk propensity is dependent on the odds of a loss or a gain in a given scenario.



What drives you to do something? Are you naturally willing to try your best at everything you do or do you need some external encouragement?


Tolerance of Ambiguity:

Your comfort with incomplete information and view of ambiguity as an opportunity for interpretation and self-expression, as opposed to a threat and/or source of anxiety.



Your willingness to persevere in a task or route of action and completing it in spite of difficulties and/or challenges. It also encompasses individual tenacity and ability to maintain focus.



Promotes an innovative brand image
Relevant medium to attract the best candidates
Measures softer, behavioural fit
Deeper understanding of candidates behaviour because analysis is carried out on thousands of actions
Match candidates to profile of high performers
Alternative objective sift of candidates to a numeric test
Improves the candidate experience
Integrates with recruitment management applications

Fill in your details below for more information about psychometric games

[contact-form-7 id=”1798″ title=”Psychometric gaming”]

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply