When designing screening methods in the recruitment process, it is necessary to strictly abide by the relevant laws on fair employment and privacy protection to avoid direct or indirect discrimination. The following provide several indirect evaluation ideas that meet the compliance requirements, focusing on core competencies related to work performance, rather than on the game behavior itself.： --- ### 1. **Behavioral interview method: Focus on time management and priority** -**Question direction**： -“Can you share your experience of having to deal with multiple tasks at the same time in a short period of time?" How do you allocate time and prioritize? ” - “When you find that your personal interests conflict with work deadlines, how will you resolve them? ” -**Observation point**： High-frequency games may take up a lot of time (not absolutely). If candidates repeatedly mention “sacrificing sleep” and “staying up all night” or blur the details of time allocation, it may suggest time management risks. --- ### 2. **Situational simulation test: evaluate anti-interference ability** -**Design scene**： Implant “sudden interference” (such as deliberately arranging noisy environments or frequent message notifications) in written exams or simulation tasks to observe the continuity of candidates' concentration and task completion efficiency. -**Logical association**： Weak anti-interference ability may be related to excessive dependence on instant feedback activities (such as games), but it needs to be combined with a comprehensive judgment of multi-dimensional performance. --- ### 3. **Relevant dimensions in personality assessment (requires professional tool support)** -** Indicators can be followed**： -**Delayed gratification tendency**: Preference for instant rewards vs. long-term goals (some game designs rely on instant feedback mechanisms)； -**Stress coping mode**: Tend to be immersed in relaxation (such as games) vs multiple ways such as social/sports； -**Impulsivity score**: High impulsivity may have a weak correlation with gaming addiction. -**Note**: The evaluation needs to be designed by a professional organization to avoid direct association with the game, and only for risk reference. --- ### 4. **Hidden signals of resume and background (use with caution)** -**Non-directional clues**： -Frequent short-term job changes (career stability issues may be implied, and need to be verified in combination with interviews)； -The resume highlights the experience of ”winning awards in e-sports competitions“ and ”game guild management" (which may reflect the degree of investment). -**Compliance tips**： Such information cannot be used as a basis for elimination, but it can guide in-depth questioning of time management cases during the interview. --- ### 5. **Dynamic observation of probation period** -**Key indicators**： -Fluctuations in the punctuality and quality of task delivery； -Communication and response speed during non-working hours (such as emergency task handling)； -The state of energy in teamwork (such as meeting participation). -**Advantage**： The actual work performance is better than the preset screening to avoid predictive bias. --- ### Important legal and Ethical Tips： 1. **Avoid directly asking about hobbies**: Asking about amateur activities may involve privacy, and there is no essential difference between the impact of games and other hobbies (such as chasing dramas and swiping short videos) on work. 2. **Focus on the core needs of the position**: All assessments must be clearly linked to the specific requirements of the position (such as stress resistance and response speed), and evaluation records must be kept for compliance review. 3. **Differentiated treatment**: Some positions (such as creative design) may require highly immersive talents, and game experience may become a plus. --- ### Summary suggestion： Using the combination of "behavioral interview + situational test", it focuses on the self-regulation ability related to the position, and at the same time passes the dynamic verification of performance during the probation period. The final screening should be based on quantifiable performance expectations, not subjective speculation about personal hobbies.