The science
Behaviour doesn’t lie.
People can polish a CV and rehearse an interview. It is much harder to fake how you decide when the clock is running. Playcept is built on that idea — and on decades of research into what predicts performance at work.
What Playcept measures
Not a personality quiz. A behavioural science engine.
Six dimensions, each read from three concrete signals. Frameworks are chosen per client — Big Five, situational judgement, DISC and others.
Decision making
Speed · risk appetite · reversibility bias
Collaboration style
Influence · conflict response · trust building
Pressure response
Stress tolerance · recovery speed · focus under load
Learning agility
Adaptation speed · failure recovery · pattern recognition
Leadership signals
Initiative · direction clarity · accountability
Communication patterns
Clarity · listening · persuasion style
Why gameplay beats self-report
We watch what people do, not what they say.
Behaviour over belief
A questionnaire records how people see themselves. A scenario records what they actually choose, and how fast.
No obvious right answer
Each situation has trade-offs, not a box to tick. What matters is the pattern across choices.
The same for everyone
Structured scenarios and bias-controlled scoring — every candidate gets the same fair test.
What the research says
Structure predicts. Gut feel doesn’t.
Validity is how well a method predicts job performance (a correlation, from 0 to 1). The largest recent re-analysis found structured methods at the top — and unstructured interviews near the bottom.
| Selection method | Validity (r) |
|---|---|
| Structured interviews | .42 |
| Job knowledge tests | .40 |
| Work samples | .33 |
| General mental ability | .31 |
| Conscientiousness (self-report) | .19 |
| Unstructured interviews | .19 |
| Years of experience | .07 |
Honest about the evidence
What game-based assessment research does — and doesn’t — show.
A 2022 systematic review of game-based assessment (34 studies) found that candidates react positively and that adverse impact is no worse than for conventional tests. It did not find that games predict performance better than well-built traditional tests. That is why Playcept combines gameplay with established frameworks — chosen per client — rather than replacing them.
Ramos-Villagrasa et al., Frontiers in Psychology, 2022
- Big Five (OCEAN)
- Situational judgement
- DISC
- Self-Determination Theory
- Cognitive load
- Growth mindset
[CONFIRM: which framework names may be listed publicly]
Six things we read
Six signals, in twenty seconds.
Decision making, collaboration, pressure response, learning agility, leadership and communication.
The cost of guessing
46% of new hires fail within 18 months.
And 89% of those failures are about attitude, not skills (Leadership IQ). That is the gap behaviour-based assessment closes.
What if your last five hires had all been exactly the right fit — what would your team look like today?
Start a free pilot. Five assessments. No contract. Let your own data answer the question.