Escape Game as a Selection Tool for Management Talent Program at the Municipality of The Hague

Daniela Panebianco, MD Coordinator at the Municipality of The Hague, coordinated the recruitment and selection process for the management talent program. Daniela explains, “After an initial selection based on motivation letters and CVs, we still had 29 candidates left. That was too many to start the next round with, which put the rest of the selection process at risk. We needed a different way to make the right cut.” The municipality had previously collaborated with GITP for assessments, so it was an easy decision to involve them again. “We quickly thought of assessments because they provide measurable insights into the leadership potential of candidates,” says Daniela. “So, we contacted GITP.”

Tight Schedule

The management talent program timeline was already set, with a strict deadline. “We couldn’t extend the selection process because the talents were scheduled to start in the first quarter of 2023,” says Daniela. Given the limited time and budget, GITP advisors proposed a combination of the Talent Match, a Talent Map, and an Escape Game. Daniela explains, “This combination worked well for us. The online assessments (Talent Match) and Talent Map provided objective and measurable insights into the candidates' leadership capabilities. The Escape Game showed how they applied those skills in practice.”

A Learning Experience for Candidates

After the Talent Match, all candidates had a one-on-one reflection session with a GITP advisor. Daniela notes, “The selection process was designed so that all candidates learned something from it, whether they were ultimately selected for the talent program or not. The insights from the Talent Match and one-on-one conversations provided each candidate with development points, which was a huge plus for us.” Ultimately, 14 candidates proceeded to the final selection round: the Escape Game.

Practical and Innovative Approach

During the Escape Game, candidates worked in groups to finish the game within a certain timeframe. Every fifteen minutes, a different candidate was designated as the leader. Anneline van Dijk, a digital advisor at GITP, was involved in the project from start to finish and observed the candidates during the Escape Game. Anneline explains, “This approach allowed us to observe each candidate’s leadership behavior. Additionally, we could assess other behavioral components such as teamwork, verbal communication, and self-awareness. An 'invisible gem' emerged—someone who hadn’t stood out before but now showed top potential in both innate ability and behavior.”

Enthusiastic Candidates

The playful and innovative format of the Escape Game differentiated it from traditional selection methods, garnering enthusiasm from participants. Anneline recalls, “Participants were very enthusiastic about this active and playful way of applying. After formal rounds and official interviews, this was a refreshing and enjoyable experience for many.”

Daniela adds, “The non-traditional nature of the Escape Game was very appealing. Its energetic and playful character fit well within the process and provided a learning experience for all candidates.” However, Daniela acknowledges room for improvement: “Because we chose three parallel groups, no one could observe all the candidates, making comparisons more challenging. Nonetheless, the Escape Game is an excellent tool, offering behavioral insights beyond what an interview can reveal.”

Combining Aptitude and Behavior

The project was a positive experience for both GITP staff and the municipality. Daniela reflects, “It was great to quickly implement something effective. It provided direction and key insights, such as the importance of considering both aptitude with a Talent Map and practical behavior with an Escape Game in a talent program selection. This combination is invaluable for making well-supported decisions.”