Pymetrics Games: Newest Tool for Picking Job Candidates

If you want a job as an analyst or intern at JPMorgan or other firms (including Workday and Infosys), you”ll need to play some games. 

This is the first year that JPMorgan has rolled out the suite of 12 pymetrics games as part of its graduate recruitment process. Students are encountering the games when they apply for most jobs at the bank, including technology. Pymetrics brags that it uses artificial intelligence (A.I.) and behavioral science to translate game results into actionable insights into candidates’ personalities. Given its expanding client roster, it’s clear that hiring managers and recruiters are increasingly down with games as a way to figure out who to hire.

JPMorgan isn’t commenting on how the games are being used, but has released this web page explaining that the 12 games will take 20-30 minutes… and that there are no right or wrong answers. The games measure ‘social, cognitive and behavioral traits’ and are presented to students straight after their initial application.

It’s not clear whether JPM is just trialling the games this year (and the bank won’t clarify this), but if you demonstrate the correct traits in the pymetrics games, you can expect to receive an invitation to a digital Hirevue Interview. 

What can you expect from the games? Students who’ve taken them say they’re “no big deal,” and just like the games you might play on your phone. They’re known to include things such as matching photos of faces to emotions (presumably to test empathy), inflating and popping a balloon to collect money (presumably to test risk appetite), opting to choose quantities of money now or later, exchanging money, and building towers. 

When the games are over, you’ll receive a report that will let you know pymetrics’ evaluation of 90 different traits including: “attention duration,” “processing consistency,” “planning speed,” “flexibility in multi-tasking,” “distraction filtering agility”, “memory span,” creativity, decision-making, adaptability, altruism, speed to trust others, learning from mistakes, and more.

It’s not clear which traits JPMorgan is looking for, or whether (as seems likely) it’s looking for different traits for different roles. However, it’s worth remembering that when Matt Mitro, JPMorgan’s head of graduate recruitment, blogged on pymetrics earlier this year, he identified ‘attention, memory and altruism,’ as some of the key traits measured by the games. In other words, you might not want to seem too selfish when playing.

If you get the games ‘wrong’ or don’t match the role you’re applying for, you won’t be able to play again immediately in the hope of massaging your result; you can only play the games once in a 12-month period. 

This article originally appeared in eFinancialCareers.