Frequently Asked Questions

Game-based assessment is a type of assessment which uses games to measure your skills.

The NeurOlympics consist of four neuroscientifically based games that collectively measure your brain’s natural skills. The results from these games generate a Brain Profile, which can accurately predict your potential performance in a particular job or role. Each game takes 10 to 15 minutes, so in total the NeurOlympics take approximately 45 minutes.

No, it will not significantly affect the results if an individual plays video games regularly. The games are designed to be straightforward and assess brain skills rather than specific gaming skills. Moreover, our analysis focuses on the relationships and balance between different brain skills, rather than evaluating each skill on its own. However, we do see that people who are naturally skilled at gaming often possess particular brain skills, such as being quick and intuitive when making decisions.

The games work best on a laptop or desktop computer, though a tablet is also suitable. Playing on a phone is not recommended as the small screen size may negatively affect your performance. While the games are accessible through all modern web browsers, we advise using the latest version of the Chrome browser for the optimal experience, as the games have been specifically optimized for it.

Our games are designed to measure the basic cognitive components that underpin successful performance across all jobs. Although these core components are relevant for any job, it’s the relationship and balance between these components that defines the demands of different roles. Therefore, the same game allows us to determine an individual’s potential fit for a particular job or role.

The results provide insights into a candidate's natural aptitude for a specific job and their potential to learn the necessary skills quickly. While high scores don't guarantee excellent performance, they suggest that the individual likely possesses the foundational cognitive abilities required for the role. This implies that they may already have developed some relevant work skills or have a strong capacity to acquire them rapidly. Essentially, the scores indicate their inherent potential to succeed in that specific job.

Your results indicate the types of work environments and behaviors that naturally align with your working style, as well as those that are less suited to you. Around 50% of individuals whose Brain Profile matches the desired profile for a job turn out to be a good fit. This is significantly higher than the approximately 5% suitability rate for those whose profile doesn't match. Therefore, while we can't guarantee 100% certainty about your suitability, your Brain Profile provides a strong, objective, and unbiased indication of your potential fit and whether you're likely to thrive or might need to invest more effort to succeed in that position.

Yes. Stress or a lack of sleep can negatively impact your performance. Therefore, it’s important to be relaxed and well-rested when you play the games.

Of course, it’s possible that you might not fully recognize yourself in the results: this is the case for approximately 10% of the participants. We utilize models to map cognitive abilities. While grounded in research, these models don’t always align perfectly with every individual brain. Consequently, some people may find the results don’t completely resonate with them. It’s also worth noting that traditional assessments, like personality questionnaires, often rely on self-evaluation. This means you are estimating how you think and work based on your own perception. However, research shows that people are not always accurate when assessing themselves. In contrast, the NeurOlympics objectively measure how your brain functions, and this objective measurement might differ from your subjective self-perception. We only advise replaying the games if the conditions under which you initially played were not optimal. This is because, under similar conditions, the results are typically very consistent.

The best moment is in the morning when you’re well-rested. Make sure you’ve slept well and are free from distractions.

Practicing the games beforehand isn’t necessary. The NeurOlympics are designed with high test-retest reliability, indicating that results remain very consistent even if you play multiple times, so extra practice offers little to no advantage to your score. To make sure you understand how each game works, you’ll complete a short practice round before the actual assessment begins.

The NeurOlympics are designed with high test-retest reliability, indicating that results remain very consistent even if you play multiple times. Minor fluctuations might occur, but these are usually attributed to factors like your focus or sleep quality.

While the core cognitive functions we measure correlate strongly with IQ (0.60-0.75), our assessments provide insights beyond a general intelligence score. Traditional IQ tests often have limited predictive power across diverse job types. Our approach, however, focuses on identifying specific inherent cognitive abilities and understanding how well they match the particular requirements needed to succeed in different roles or team environments.

This depends on what you aim to measure. Do you want to know an individual’s general intelligence score or do you want to know whether his cognitive abilities fit the job? Traditional intelligence tests typically provide a general score (like IQ). However, they often don't specify the different ways someone might be intelligent. The NeurOlympics, on the other hand, provides a more detailed profile, showing which particular cognitive strengths an individual possesses and how relevant those skills are to a specific context, such as the demands of a particular job. It focuses on the 'how' of intelligence and its practical application.

Cognition refers to your ability to acquire and apply knowledge. Your cognitive skills determine how well you can process information, make decisions, and adapt to different situations. These skills are important because they underpin your ability to perform well in nearly all aspects of life, impacting your personal achievements as well as your contributions within a team.

Cognitive diversity refers to the range of differences in how individuals think, approach problems, and make decisions. In a team setting, this means having members with varied thinking styles and problem-solving abilities. This diversity is crucial because it enhances a team's effectiveness and innovation. By bringing together multiple approaches, cognitively diverse teams are better equipped to tackle complex problems from different angles and generate a wider array of potential solutions.

Our brains keep developing until our early twenties. That means kid’s brains are still very much ‘under construction’. This development often happens in spurts, making it difficult to predict a child’s final Brain Profile. To accurately assess cognitive skills at any age, performance is compared to that of peers within a specific age group. Because development is so fast in children, age groups are very narrow, often spanning just six months (e.g., 9 to 9,5 years). For adults, whose cognitive skills are generally more stable, the comparison groups are broader, typically covering a five-year range (e.g., 25 to 30 years).

While cognitive assessments primarily focus on measuring cognitive abilities, personality traits can indirectly influence performance by affecting how an individual approaches challenges. Click this link to read more about the relationship between cognition and personality: https://certifications.brainsfirst.com/resources/personality/

While brain data is objective, measurable, and significantly less susceptible to subjective biases, subtle biological differences do exist and need to be accounted for to ensure fair comparisons. We achieve this by always comparing an individual’s scores against a relevant norm group – a scientifically validated comparison group composed of similar individuals (for instance, men aged 25-30). Additionally, we always test the created ‘Goal Profiles' to ensure they’re free from bias. This is crucial because Goal Profiles are often based on client data, which may contain inherent biases. For example, if a Goal Profile is derived from a group of consultants that is 80% male, the resulting model might inadvertently seek a 'male brain profile,' which is obviously undesirable. We test for such potential biases by applying these models to a large, diverse dataset of over 2000 participants. This allows us to see if and how the model might impact specific demographic groups before we implement it with a client. To actively mitigate bias, our models incorporate statistical corrections for differences related to gender and age cohorts.

Neurodivergent individuals (e.g., those with AD(H)D, ASS, dyslexia, dyscalculia) often possess unique qualities, but may also face challenges with standard assessment methods. To ensure they can fairly demonstrate their skills, consider offering appropriate accommodations. Examples include providing instructions verbally, or granting a ‘wildcard’ (allowing the candidate to advance to the next stage of the procedure without completing this assessment), and use a follow-up conversation to gain deeper insight into the candidate’s approach and skills.

While individuals with ADHD might score lower on average on tasks that heavily rely on working memory, they often demonstrate strengths when it comes to creativity, hyperfocus, and/or high energy levels. Organizations increasingly understand the value of building cognitively diverse teams. Additionally, traits like flexibility and creativity are relevant skills needed in many positions today.

While the games contain written instructions, the main assessment is not reliant on language. Candidates with dyslexia, therefore, don’t typically experience any problems with the games, but it can be helpful to offer verbal instructions to ensure they fully understand the tasks. Dyscalculia may sometimes involve difficulty with spatial awareness and, therefore, could affect Game 1. This is why we recommend to ask candidates whether or not they’re neurodivergent (AD(H)D, ASS, dyslexia, dyscalculia), and in case they are, offer appropriate accommodations. Examples include providing instructions verbally, or granting a ‘wildcard’ to have an immediate follow-up conversation with the candidate in order to get to know them better.

We have designed the games using contrasting colors to minimize potential issues for people with color blindness as much as possible. However, since color blindness varies in type and severity, we recommend having candidates with color blindness try the demo version first (available at www.neurolympics.nl/demo). If they cannot reliably distinguish the colors in the demo, we advise granting these candidates a ‘wildcard’ (allowing them to advance to the next stage of the procedure without completing this assessment).

Our statistical models are built using brain data. This type of data is inherently far less susceptible to the subjective biases commonly found in traditional sources like resumes, language use, or face-to-face impressions. Despite the objectivity of brain data, we recognize the importance of testing how models perform in the real world. We rigorously test our models by applying them to a large, diverse dataset of 2000 carefully selected participants. This allows us to specifically check for and detect any potential statistical biases related to gender, age, or education level. If any unintended biases are identified, we implement corrections within the models to mitigate them. Furthermore, we always evaluate a candidate’s scores by comparing them against those of a relevant, scientifically validated comparison group (norm group).

When a client wants to determine if candidates are well-suited for a specific role, we develop a Goal Profile. This profile typically consists of two key components: it combines the abilities required to succeed and thrive in the role with the behavior the candidate needs to demonstrate.

Clients can choose from three types of Goal Profiles: 1) Skills Profile: This profile is based on data from established frameworks like the European Skills, Competences, Qualifications and Occupations taxonomy (ESCO) and the U.S. Occupational Information Network (O*NET), which describe various skills, competences, roles, and occupations. The client can optionally supplement this with specific information about their organization or the role, such as job descriptions, job postings, or input from experts like hiring managers or subject matter experts. 2) Selection Profile: This is the Skills Profile combined with data provided by the client about their previously hired candidates for the role. For example, if past hires for a position consistently scored high on a natural brain preference like ‘Perceptive Observing', the Goal Profile is refined to give this trait greater weight. The client supplies the historical hiring data, and BrainsFirst develops the refined profile. 3) Performance Profile: This profile is generated based on the NeurOlympics results of the client's current employees. The client facilitates employee participation in the NeurOlympics and provides their performance data. Based on this data, BrainsFirst defines the cognitive profile associated with successful performance in a specific function, context, or role.

Yes. The Brain Profile provides valuable information about what a new employee needs in order to perform well within the team and feel comfortable quickly in their new role. These insights can guide practical onboarding decisions, such as choosing the most suitable work environment or setup, assigning the right mentor, and determining initial tasks that align well with their cognitive approach. Furthermore, the profile offers valuable insight for the new employee, helping them understand their own style of working and collaborating within a team.

Yes, the Brain Profile demonstrates how an individual's brain works and identifies transferable skills that are valuable across multiple roles and positions. This helps both individuals and organizations make informed decisions regarding career development, learning & development, mobility, and career planning.

BrainsFirst complies with all applicable laws and regulations concerning personal data security, including the General Data Protection Regulation (GDPR) as well as international data protection standards. Our internal processes are designed for the continuous improvement of information security, ensuring that your personal data is always processed carefully and securely.

Yes. If you would like us to remove your data, please send us an email with your deletion request.

Our game-based assessments are designed and rigorously tested against both our own internal scientific standards and the guidelines established by the Dutch Committee on Test Affairs (COTAN). This ensures that our methodology is scientifically sound and meets the highest standards for reliability, validity, and user-friendliness. For more detailed information, please visit our Safety & Compliance page.