Abstract
New technology has had a discernable impact on how organizations recruit and
select potential employees. Game‐based assessment has emerged as a potential
technology that can be used to enhance the assessment of individual differences
and applicants' views of the selection process. However, studies investigating
the psychometric properties and predictive validity of game‐based assessments
are still lacking. This study investigated the structural equivalence of a
game‐based assessment of cognitive ability across 228 Australians and 239
South Africans. A smaller sample of 115 South Africans also received work
performance ratings to investigate the predictive validity of the cognitive
assessment. Results of factor analysis supported a strong general factor of
cognitive ability across the entire sample but only partial metric and scalar
invariance across the two nations. The general factor of the game‐based
assessment further revealed promising results in terms of its predictive validity
for five broad dimensions of individual work performance.