This study examines the effect of game-based assessments (GBAs), assessments that incorporate game elements to evoke and measure the relevant ability or skill, on applicant reactions. The author introduces and finds support for the idea that a flow state explains applicants’ engagement and immersion with GBAs, and as well as functions as a mediator to other positive reactions. This study utilizes a 2 (GBA, traditional selection assessment) by 2 (made an offer, not made an offer) experimental time-lagged design and a diverse sample to examine the effect of assessment method on a number of reactions measures. Participants were asked to imagine they were applying to a sales role at a fictional global corporation, and randomly assigned to an assessment condition. The next day, they were emailed either an acceptance or rejection letter. Those in the GBA condition were significantly more likely to experience higher rates of flow than those in the traditional assessment condition. Technology self-efficacy moderated the relationship between assessment method condition and flow: those in the GBA condition and high in efficacy experienced significantly higher rates of flow. Taking the GBA was positively related to perceived job-relatedness (when mediated by flow), justice perceptions, perceived person-organization fit, organizational attractiveness and finally, positive intentions to accept the offer. Selection decision moderated the relationship between perceived job-relatedness and justice perceptions: those who were made an offer and perceived the assessment to be job relevant had the highest perceptions of justice. The implications for GBA research, game-based hiring, and the role of individual differences in understanding reactions to game-based tools are discussed.
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