Game-based ratings have received a lot of media attention and managed to capture the interests of many organizations (eg Unilever, AXA Group, Deloitte etc.). In a recent study of human resources practitioners, 75% of participants indicated that they would consider using gamification as part of their own recruitment and selection strategy in the near future. Following the methodological approach already used in educational environment, two approaches to building and using GBA in the organizational environment can be distinguished: gamified assessment-by gamifying (already existing) psychometric test; psychometric play-use of a game to gather evaluation data. It is well accepted that, the basis of the success of any company is due to the human capital, which is the combination of people's capabilities and skills. Therefore, the fundamental job of any recruiter is sourcing talent and engaging employees in the organization. For this, they have to ensure that the candidate's skills match well with the organization's requirement and culture. Previous studies highlighted that those applying for a job are eager to use game-based assessment for self-evaluation, especially when these games are available for free. Game-based assessments can also help maintain a high commitment during the evaluation, which reduces the likelihood of some candidates dropping out in the process and also increases the amount of time that data can be collected. Current paper aim at presenting the preliminary efforts made to gamify two psychometric tests, namely spatial and verbal reasoning.