Game-based assessments (GBAs) are increasingly adopted in recruitment contexts as tools to assess transversal skills through observable behavior. However, empirical evidence directly comparing game-based behavioral indicators with traditional self-report measures remains limited. This study adopts a method-comparison approach to explore the convergence between self-perceived and behaviorally enacted problem-solving competence, comparing a game-based assessment with the Problem Solving Inventory (PSI-B). Seventy-eight participants completed both the PSI-B and a five-minute game-based problem-solving task, which classified performance into four behavioral proficiency levels. Results revealed no significant convergence between self-reported and behavior-based problem-solving scores, indicating a lack of convergence between the two measurement modalities. Rather than indicating a lack of validity of the game-based assessment, these findings support the view that self-report and behavioral measures provide complementary information about problem-solving competence. The study highlights the risks of relying on a single assessment modality in personnel selection and underscores the value of integrating game-based tools within multi-method assessment frameworks.

翻译：游戏化测评（GBAs）作为一种通过可观测行为评估跨领域技能的工具，在招聘场景中正得到日益广泛的应用。然而，直接比较游戏化行为指标与传统自我报告测评的实证证据仍然有限。本研究采用方法比较的路径，通过对比一项游戏化测评与《问题解决能力量表》（PSI-B），探讨自我感知的问题解决能力与行为表现的问题解决能力之间的一致性。78名参与者同时完成了PSI-B量表和一个五分钟的游戏化问题解决任务，该任务将表现划分为四个行为熟练度等级。结果显示，自我报告的问题解决得分与基于行为表现的得分之间不存在显著一致性，表明两种测量模式缺乏收敛效度。这些发现并非意味着游戏化测评缺乏效度，反而支持了自我报告测评与行为测评能够为问题解决能力提供互补性信息的观点。本研究强调了在人员选拔中依赖单一评估模式的风险，并阐明了将游戏化工具整合到多方法评估框架中的价值。