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-two 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：游戏化测评在招聘情境中日益普及，其通过可观测行为评估跨领域技能。然而，直接对比游戏化行为指标与传统自我报告测评的实证证据仍较为有限。本研究采用方法比较范式，通过对比游戏化测评与《问题解决能力量表》（PSI-B），探究自我感知与行为表现的问题解决能力之间的一致性。72名参与者同时完成了PSI-B量表与一项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。结果显示自我报告与行为基础的问题解决分数之间不存在显著一致性，表明两种测量模式间缺乏收敛效度。这些发现并非说明游戏化测评缺乏效度，反而支持了自我报告与行为测量能为问题解决能力提供互补信息的观点。本研究揭示了在人员选拔中依赖单一评估模式的风险，并强调了将游戏化工具整合到多方法评估框架中的价值。