Skills can be learned, experience acquired… but interests are revealed. They reflect what truly stimulates an individual and are among the most reliable indicators of long-term motivation at work.
To assess them, it’s not about testing knowledge but identifying natural preferences for different types of activities.
Long perceived as austere, career interest tests are now evolving thanks to gamification, which transforms assessment into an immersive, more engaging and, above all, more revealing experience.
In line with this trend, IMMERSION is shaking up traditional norms and opening a new path to uncovering career interests.
Gamification: a driver of engagement and reliability
The idea that playfulness lacks seriousness is a misconception.
Numerous studies have shown that stress—especially when high—disrupts cognitive performance, including memory and attention, which compromises the reliability of traditional assessments.
By contrast, when properly designed, gamification significantly enhances engagement, intrinsic motivation, and the participant’s investment in the task—leading to more authentic responses.
IMMERSION is built on this principle:
- Its immersive scenarios reduce the pressure often associated with evaluation
- The game-like experience encourages more honest, instinctive reactions
- The resulting report reveals clear preferences for concrete types of activities, ready to be used by HR professionals
Scientific rigour is not compromised: every scenario is based on a validated framework, and the results are analysed to produce a clear and actionable profile.
Debunking common misconceptions about IMMERSION
Although IMMERSION has demonstrated its effectiveness across many organisations, it can still raise questions among HR professionals. This is entirely understandable—any new approach requires time for familiarisation.
However, many of the doubts stem from misunderstandings or preconceived ideas about what such tools can truly offer.
1. “We should assess knowledge, not preferences” → A misunderstanding
IMMERSION does not test academic background or past experience.
It is based on Holland’s RIASEC model, a globally recognised framework for evaluating career interests, and places the participant in a series of immersive mini-scenarios.
For example, the individual is taken through various departments of a fictional electric bike company (design, marketing, customer service, etc.).
At each stage, they indicate which types of activities appeal to them or stimulate them the most.
It doesn’t matter whether they are familiar with the industry—what matters is what naturally sparks their interest.
There are no right or wrong answers—only preferences that reveal what drives them.
In other words, IMMERSION acts as a revelator: it doesn’t ask what someone knows, but what makes them come alive.
2. “What if the company doesn’t work in that sector?” → Not a real concern
The choice of an electric bike company is simply a narrative setting—not a criterion related to industry knowledge or experience.
There’s no need to understand the cycling market.
There’s no need to know how a bike works.
There’s no requirement for previous sector experience.
The aim is to place the participant in a relatable, practical context—much like a role-play. The setting is neutral and could just as easily have been a tech or cosmetics company.
What matters is how individuals respond to the tasks presented:
Are they energised by data analysis or more inspired by creative thinking?
IMMERSION reveals internal drivers, regardless of external knowledge.
3. “Game-like means it’s not serious” → False
This is perhaps the most common misconception. Yet the science is clear: stress can reduce cognitive performance by 15 to 30%.
Conversely, a game-like approach boosts concentration, engagement, and the authenticity of responses.
IMMERSION taps into this dynamic by offering a gamified, immersive experience.
Participants are freed from academic pressure and fear of judgement, enabling more sincere reactions, better engagement with the work environment, and ultimately more reliable and insightful profiles.
Clear benefits for HR
IMMERSION isn’t just a ‘fun’ tool designed to appeal to younger generations. It’s a practical, operational solution that helps HR teams make better decisions at key points in the employee lifecycle.
In career development, it provides a valuable perspective on what motivates—or demotivates—individuals.
Take the example of a seasoned employee currently in a role focused on administrative tasks. IMMERSION reveals strong interests in the “Social” and “Enterprising” domains. The HR team or consultant might then suggest new responsibilities such as mentoring or internal coaching.
In career guidance or outplacement, IMMERSION helps clarify personal preferences, highlight new career paths or retraining opportunities, and bring greater meaning to a professional journey by aligning future decisions with what truly motivates the individual.
For instance, someone with no work experience may show a strong interest in “Investigative” and “Artistic” environments. This insight allows a career advisor to guide them towards creative or analytical roles that they might never have considered on their own.
In all cases, IMMERSION provides valuable insight that neither qualifications nor professional experience can reveal.
Why IMMERSION changes the game
IMMERSION is inclusive and accessible to all—regardless of age or educational background. It shows that a career interest test can be both scientifically sound and engaging.
At its core, it reminds us of a simple truth: we are all drawn to certain types of activities. IMMERSION helps uncover these preferences—to guide more meaningful career decisions and to help organisations match people with roles where they will be most motivated, committed, and effective.
